Evaluation of the Impact of Tinnitus on Health-Related Quality of Life amid Sawmill Workforces

Background: Tinnitus is the phantom aural perception of sound lacking an exterior stimulus, a sub-type of auditory hallucination and it is a common sensation among noise-exposed employees. It is a symptom, not an illness. Tinnitus can be extremely perplexing for its subjects and it may perhaps dis-turb their health-related quality of life (HR-QoL) if exposed to extreme noises in many ways. Objective: This study is intended to discover the effects and pattern of tinnitus on health-related quality of life (HR-QoL) amid noise-exposed saw mill workforces. Method: This study was a prospective and public-centered cross-sectional study, including 510 sawmill personnel. 510 directorial staff was used as the control. Health-related quality of life (HR-QoL) of all subjects was assessed with the WHO Quality of Life brief questionnaire. Self-reported tinnitus morbidity was assessed by means of the Tinnitus Handicap Inventory. A correlation was established amid health-related quality of life scores and tinnitus severity scores. Result: There were 510 sawmill employees enlisted into the study, out of which 490 were men and 20 were women with control of the same age and sex. The mean age was 36.85 ± 7.68 years for the sawmill workers and 35.75 ± 8.65 years for the control group (t = 1.02, P = 0.275). The mean tinnitus score for the sawmill workers was 20.80 ± 2.56. Out of the 510 sawmill workers, 52 (10.2%) had tinnitus and one of the controls had tinnitus. The mean health-related quality of life scores were 62.20 ± 8.62 and 72.56 ± 5.98 for the sawmill workers and control group respectively. There was a substantial and remarkable difference between the health-related quality of life of the sawmill workers and the control group (P Conclusion: The prevalence of tinnitus from this study was found to be 10.20% and an upsurge in tinnitus rigorousness was seen to be related with a substantial drop in physical, psychological and social domains of the health related quality of life. We highly endorse hearing conservation programmes and use of personal protective equipments for sawmills workers which will aid to decrease the effects of exposure to loud noise. Those sawmill labors already having tinnitus must attempt to go for treatment.

Factors Promoting Retention of Nurses in Three Private Hospitals of Lahore: A Cross Sectional Descriptive Survey

Introduction: Pakistan has a large number of professional nurses but a higher rate of turnover contributes towards the shortage of nurses which is intensified by nurses’ immigration, lack of recruitment of new nurses and retirement of senior nurses. Aim: The study aimed at examining the factors that increase retention of nurses. Research Method: The study is descriptive cross sectional with a sample of 150 nurses including both the genders, from 3 private hospitals located in Pakistan. A convenient sampling technique was used. The data collection was done through close ended questionnaires based on 20 questions. Data collection was done quantitatively and then data was entered in SPSS. Correlation and regression tests were performed. Findings: The analysis revealed that 91.3% nurses are loyal to their hospitals but, 8.7%nurses can switch the hospital for different reasons. It was also found that the idea of leaving the job based on the intention of moving to abroad and public sector was higher than the retirement and other causes. Resultantly, enhancements in nurses’ work environments have the ability to decrease nurses’ job burnout and turnover and increase patients’ satisfaction. Recommendations: Hospital leaders should implement effective strategies to encourage nurses to continue their job by motivation, strengthening management skills within the hospital and improving a positive work environment by promoting teamwork, continuous learning, trust, respect and flexible arrangements which can lead towards achieving better results.However, further studies quantitatively and qualitatively can explore more factors related to dissatisfaction of nurses. Health systems policy makers should lead by developing related strategies for the retention of nurses.

Closing the Gap: Boosting Women’s Representation in Cybersecurity Leadership

The research consistently highlights the gender disparity in cybersecurity leadership roles, necessitating targeted interventions. Biased recruitment practices, limited STEM education opportunities for girls, and workplace culture contribute to this gap. Proposed solutions include addressing biased recruitment through gender-neutral language and blind processes, promoting STEM education for girls to increase qualified female candidates, and fostering inclusive workplace cultures with mentorship and sponsorship programs. Gender parity is crucial for the industry’s success, as embracing diversity enables the cybersecurity sector to leverage various perspectives, drive innovation, and effectively combat cyber threats. Achieving this balance is not just about fairness but also a strategic imperative. By embracing concerted efforts towards gender parity, we can create a more resilient and impactful cybersecurity landscape, benefiting industry and society.

应用德尔菲法探索消毒人员队伍建设和培养思路

目的探索构建符合上海市传染病防控需要的消毒人员队伍建设和培养的思路。方法通过德尔菲法结合需求调研、专家咨询,对职业化消毒人员队伍建设和培养思路进行调研。结果疾病预防控制机构、卫生监督、专业学会协会等20名专家参加了咨询,问卷回收率达100.00%。消毒人员重要性评分依次为事中职责、保障措施、事前准入和事后考核。三类消毒人员需求各不相同,消毒核心人员消毒知识技能以及承担工作的能力要求最高,分别为(4.73±0.46)分和(4.73±0.47)分。消毒服务人员任职资格最重要,为(4.90±0.45)分。消毒从业人员承担工作的能力要求最高,为(4.83±0.39)分。培训和知识技能在3类人员中都有着重要地位,且最重要的技能均为个人防护,其次为实际操作能力。结论本次调查专家积极程度和协调程度高,发现目前消毒人员专业队伍建设面临较大挑战。建议加强消毒员的职业认定和保障,同时针对性地分类培养,满足各类消毒人员的职业需求。

Examining Inequality in the Public Health Workforce Distribution in the Centers for Disease Control and Prevention(CDCs) System in China, 2008–2017

Objective Allocation of human resources to address inequalities in the public health system has increasingly attracted societal and political attention.Using the Centers for Disease Control and Prevention(CDCs)system of China as an example,we evaluated inequality in the public health workforce distribution across different regions in China between 2008 and 2017,with the aim of providing information for policymakers to support resource allocation and address growing health inequities.Methods We used three standard public health workforce inequality indices-Gini coefficient,Theil L,and Theil T-and spatial autocorrelation analysis to explore spatial clusters of the workforce in different provinces,visualized with geographical tools.Results The aggregate workforce-to-population ratio decreased from 1.47 to 1.42 per 10,000 population from 2008 to 2017,and was consistently lower than the National Health Commission’s(NHC)recommended critical shortage threshold of 1.75.The workforce distribution inequality indices varied by regional socioeconomic and health system development.Geographic clustering of CDCs workforce distribution was evident,with H–H and L–L clusters in western China and the Guangdong-Fujian region,respectively.Conclusions Our study addressed key issues for government and policymakers in allocation of public health human resources.There is an urgent need for careful identification of analytic questions that will help carry out public health functions in the new era,alongside policy implications for an equitable distribution of the public health workforce focusing on the western region and low–low cluster areas.

From prolonging life to prolonging working life: Tackling unemployment among liver-transplant recipients

Return to active and productive life is a key goal of modern liver transplantation(LT). Despite marked improvements in quality of life and functional status, a substantial proportion of LT recipients are unable to resume gainful employment. Unemployment forms a threat to physical and psychosocial health, and impairs LT cost-utility through lost productivity. In studies published after year 2000, the average postLT employment rate is 37%, ranging from 22% to 55% by study. Significant heterogeneity exists among studies. Nonetheless, these employment rates are lower than in the general population and kidneytransplant population. Most consistent employment predictors include pre-LT employment status, male gender, functional/health status, and subjective work ability. Work ability is impaired by physical fatigue and depression, but affected also by working conditions and society. Promotion of post-LT employment is hampered by a lack of interventional studies. Prevention of pre-LT disability by effective treatment of(minimal) hepatic encephalopathy, maintaining mobility, and planning work adjustments early in the course of chronic liver disease, as well as timely post-LT physical rehabilitation, continuous encouragement, self-efficacy improvements, and depression management are key elements of successful employment-promoting strategies. Prolonging LT recipients' working life would further strengthen the success of transplantation, and this is likely best achieved through multidisciplinary efforts ideally starting even before LT candidacy.

Staff characteristics and care in Chinese nursing homes: A systematic literature review

The need for institutional long-term care(LTC)services,including nursing homes(NHs),is increasing in China's Mainland in part due to the aging population and changing family structures.In developing NH staff training programs,a review is needed to synthesize knowledge about staff and resident characteristics,and care provided in NHs.This systematic review aims to describe,in Chinese NHs,(1)NH staff characteristics and the care they provide,(2)resident characteristics and care needs,and (3)the role of family members.The 45 articles included in this review covered both urban and rural areas of China's Mainland.We found that staff in Chinese NHs were older and had lower education levels in comparison with those in western countries.Most direct caregivers in urban areas were migratory workers from rural area.Chinese NHs had few qualification standards for staff preparation for their roles in NHs.Also,functional levels of residents in Chinese NHs were higher compared to NH residents in western countries.In addition,family members played important roles in caring for NH residents.These findings suggest a need for staff development programs that tailor for lower educated NH staff and care needs of residents with widely varying levels in function from independent to bedbound in China's Mainland.The findings also suggest that staff qualification standards require critically policy development to improve the capacity of Chinese NHs to provide competent and safe care.

Equity Study in Health Workforce on Tuberculosis Control in China: a Nationwide Evaluation

We aimed to describe the distribution of tuberculosis （TB） health workers in China and provide evidences of potential inequity for policy development. We used Lorenz curves and Gini index to characterize the distribution of TB health workers by population size, geographical area and number of annual registered TB cases. An additional stratified analysis was done by three economic regions. The Gini index were 0.33 for population size, 0.62 for geographical area and 0.30 for number of registered tuberculosis cases that indicated an acceptable average, significant inequity and a relative average distribution nationwide respectively.

Design of Software for Maintenance Workforce Scheduling (A Case Study of Afam Power Station, Nigeria)

This paper is concerned with the optimization of the workforce scheduling for solving maintenance problems. To achieve this aim an optimsation software for (5, 7) problem was developed. The programme was written in Quick Basic. The software was designed to produce a seven day schedule for organization operating a seven day week. Hence organization operating a five day schedule wishing to change to a seven day schedule we find this software very useful. The Quick-Basic computer programme was based on Alfares [1, 2] algorithm for solving (5,7) schedule problem. Data collected from Afam power station, Nigeria was used as input data. The test result shows the software is capable of determining workforce size and assigning workers to day-off pattern. The seven-day schedule produced savings of 11% maintenance labour cost when compared with the 5-day schedule currently being practiced by the Power station [3].

Reduced Ecological Footprints of Modern Facilities Introducing the Implementation of Advanced Wireless Technologies, and Human Resources’ Benefits

The necessity of lowering the mean power consumption of various facilities, due to the lack of their enormous future energy needs, led to an ongoing advance of various technologies. These technologies have been oriented towards the concept of a Reduced Ecological Footprint. Massive structures (such as building complexes and hospitals) have been redesigned and upgraded;many interior designs have been dramatically altered while new electronic devices are constantly being produced in order to revolutionize a long term perspective towards a “Green Planet” while they exhibit astonishing signal processing. Consequently, an enormous technology already exists which needs to be properly combined to a proposed methodology and to new ideas relevant to systems’ administration through automatic wireless control. This paper intends to reduce the gap between design and realization of the aforementioned research. Consequently, the primary contribution of this research is the proposal of a complete design protocol with minimized defects relevant to Reduced Ecological Footprints of Facilities (REFF) along with its beneficial advantages relevant to providing a healthy and productive work environment. This protocol consists of four main parts which are 1) the main key points-guidelines, 2) its objectives, 3) the know-how methodology for implementation in existing installations and 4) the description of the imminent benefits in workforce/human resources.

Determinants of nurse faculty intention to remain employed

Shortage of nurses is a major concern across healthcare systems. One contributing factor that has received little attention is the shortage of adequately prepared nurse faculty. The nurse shortage will be exacerbated if the supply of adequately prepared nurse faculty is insufficient. Little is known about the factors that influence nurse faculty to remain employed. Focus groups were conducted in 2011 with nurse faculty from both colleges and universities in Ontario, Canada. Six focus groups including 37 participants were held with different groups of nurse faculty in geographically diverse areas of the province. Focus group transcripts were reviewed by five members of the research team using thematic analysis strategies to identify factors related to nurse faculty intention to remain employed. Nurse faculty members’ intention to remain employed was influenced by factors that fell into four thematic categories: personal characteristics, work environment and organizational support, job content, and external characteristics. Each thematic category includes several factors reported to influence nurse faculty intention to remain employed. The “Determinants of Nurse Faculty Intention to Remain Employed” Model is hypothesized. Strategies to address modifiable factors and support non-modifiable factors are suggested to promote retention of nurse faculty. Additional research is needed to test the hypothesized model of nurse faculty intention to remain employed.

Web服务和下一代劳动力(英文)

Over the course of the past 15 years there has been an increasing trend towards the provision of service based functionality by Information Systems (IS). This has been due to a number of driving forces, however the main impetus of this tendency has been the development and implementation of Web Services technology. Web Services offer a solution to deliver a dynamic, task-driven computing environment and shared business processes, while also reducing costs. Web Services have overturned many traditional assumptions about Information Systems. They have enabled innovation and afforded a degree of flexibility not available previously from an Information System. This paper will give a brief overview of Web Services and corresponding technologies. It will then examine the required skills of graduates and identify the roles where these proficiencies will be required. Finally, it will propose that the flexibility afforded by the use of Web Services must be emulated in the teaching of Web Services.

Fifteen minutes may decrease nursing burnout: A discussion paper

Burnout is a global concern for nurses with broad implications for the health of staff and patients.Efforts to foster resilience that have been successful in other disciplines have yet to be applied in nursing.As employers have become more responsible for the wellbeing of their employees,leveraging these successes in other disciplines could be a straightforward way to improve the wellbeing of the nursing workforce through reducing burnout.Specifically using a paid pre-shift 15 minute program grounded in mindfulness may decrease burnout through improving resilience.

Working Longer and Happier:Inclusive Design for the Ageing Workforce

This paper estimates the population to be influenced by China's policy of postponed retirement age and provides design strategies and suggestions in the workplace for the ageing workforce from the perspective of inclusive design.First,the literature review about western design principles and practices for the ageing workforce is conducted.It is estimated that China would face approximately 100 million elderly workers in the near future with diverse physical conditions and demands.However,the design research and practices dedicated to ageing workforce in the workplace are comparatively weak in China.Inclusive design,one of the design approaches mainly focusing on ageing problems in developed countries,as well as its theory and methodology,could act as a good reference for Chinese policymakers and designers.Then based on the concept of inclusive design,a human-centered design model is established and design suggestions from four aspects are presented.Finally,two cases are further discussed to illustrate the idea of inclusive design.

So if we like the idea of peer workers, why aren't we seeing more?

The employment of peer support workers is widely encouraged in recovery-oriented mental health systems and services, providing a tangible example of how to translate recovery values and principles into actions. In Scotland, despite a long-term policy commitment to recovery approaches, the creation of peer worker roles has been slow and patchy. This paper describes findings from a study on the levers and barriers to the development of peer worker roles in two Scottish health board areas. Findings suggest that new evidence on effective implementation and cost effectiveness should be prioritised to support potentially complex role development in time of reduced resources. We argue that additional evidence on effectiveness is unlikely, by itself, to lead to country-wide employment of peer workers. We therefore suggest that a policy commitment to peer working would be reinforced by not only a strengthened evidence base but also strengthened accountability mechanisms. In the absence of such accountability, decision-makers and planners might reasonably continue to ask "why bother"?

State Scholarship and Loan Forgiveness Programs in the United States: Forgotten Driver of Access to Health Care in Underserved Areas

State-supported programs providing loans and scholarships in exchange for service in under-served areas provide an important source of financial support for medical students while encouraging them to select careers in primary care. The purpose of this research was to seek a better understanding of these often unheralded but important state sources of support, and learn if they have continued to grow in the twenty-first century. Administrative data were obtained on state-supported programs operating in 2008 that provided financial support to students, resident or practicing physicians, physician assistants, nurse practitioners, certified nurse midwives, dentists, and licensed mental healthcare providers in exchange for service in an underserved area. The authors identified numbers, types of state-supported programs, program workforce strength, and features of state programs. In 2008, 75 state programs, operating in 37 states, collectively had 5113 program participants under contract. Loan repayment programs (n = 42, 56%) were the most common type of state-supported programs. Practitioners signed initial contracts in 2008 totaled 1173, with more non-physicians (n = 681, 58%) signing initial contracts than physicians (n = 492, 42%). Additionally, 2803 practitioners were serving in programs in 2008. Field placement was also slightly greater among non-physicians in 2008 (n = 1433, 51%) than physicians (n = 1370, 49%). State support-for-service programs remains an important source of financial assistance for those willing to make service commitments in underserved areas. Moreover, these programs continue to increase in size, even amidst the economic malaise, and provide an obligated primary care workforce in underserved areas.

Hypothesizing “Reward” Gene Polymorphisms May Predict High Rates of Injury and Addiction in the Workforce: A Nutrient and Electrotherapeutic Based Solution

We hypothesize that individuals with genetic predisposition to Substance Use Disorder (SUD) may have greater likelihood of experiencing work related accidents. We further hypothesize that high risk populations will carry single or multiple polymorphisms associated with brain reward circuitry and/or brain reward cascade, including: Dopaminergic (i.e. DRD2 receptor genes);Serotonergic (i.e. 5-HTT2 receptor genes);Endorphinergic (i.e. pre-enkephalin genes);Gabergic (i.e. GABAA receptor genes);Neurotransmitter Metabolizing genes (i.e. MAO and COMT genes) among others (GARSRXTM). Analgesic addiction as well as “pseudoaddiction” must be treated to improve pain control and its management. We propose that non-pharmacological alternatives to pain relief, in high risk, addiction-prone individuals, are Electrotherapeutic Device(s) and Programs. We further propose patented KB220Z, a nutraceutical designed to release dopamine at the nucleus accumbens, will reduce craving behavior, in genetically programmed individuals. By utilizing both alternatives in DNA analyzed injured workers, a reduction in analgesic addiction (genuine or pseudo) leads to improved health and quicker return to work. We also hypothesize that this novel approach will impact costs related to injuries in the workforce. Effective management of chronic pain, especially in high addiction-prone workforce populations, is possible in spite of being particularly elusive. A series of factors encumber pain assessment and management, including analgesia addiction, pharmacogenomic response to pain medications, and genetically inherited factors involving gene polymorphisms. Additional research is required to test these stipulated hypotheses related to genetic proneness to addiction, but also proneness to accidents in the workplace and reduction of craving behavior. Our hypothesis that genotyping coupled with both KB220ZTM and the pharmaceutical-free Electrotherapy, will reduce iatrogenic induced analgesia addiction. This approach will achieve attainable effective pain management and quicker return to work. We propose outcomes such as the Reward Deficiency System SolutionTM may become an adjunct in the war against iatrogenic pain medication addiction.

Adaptive Classification Methods for Predicting Transitions in the Nursing Workforce

Earlier analyses of transitions from licensed practical nurse (LPN) to registered nurse (RN) in the North Carolina (NC) nursing workforce in terms of 11 categorical predictors were limited by not considering parsimonious classifications based on these predictors and by substantial amounts of missing data. To address these issues, we formulated adaptive classification methods. Secondary analyses of data collected by the NC State Board of Nursing were also conducted to demonstrate adaptive classification methods by modeling the occurrence of LPN-to-RN transitions in the NC nursing workforce from 2001-2013. These methods combine levels (values) for one or more categorical predictors into parsimonious classifications. Missing values for a predictor are treated as one level for that predictor so that the complete data can be used in the analyses;the missing level is imputed by combining it with other levels of a predictor. An adaptive nested classification generated the best model for predicting an LPN-to-RN transition based on three predictors in order of importance: year of first LPN licensure, work setting at transition, and age at first LPN licensure. These results demonstrate that adaptive classification can identify effective and parsimonious classifications for predicting dichotomous outcomes such as the occurrence of an LPN-to-RN transition.

Maintenance Capacity Planning: Determination of Maintenance Workforce

Determining the size of maintenance workforce is an essential element of maintenance planning. It is important for performing maintenance programs perfectly. However, it is a complex and challenging problem since it involves the consideration of several important factors. The mathematical model developed in this paper aims at finding out the optimal size of the maintenance workforce taking into account all of the important factors that affect this size. It is based on determining the needed number of workers with different skill levels and from different sources to meet maintenance workload of different grades that is to be performed in a specified planning horizon with minimum cost acquired.

AB075.Population trends in adult strabismus surgery

Background:To review the trends in adult strabismus procedures in Ontario from 2000-2014.Methods:A population based,retrospective data analysis was conducted.Ontario Health Insurance Plan billing claims for strabismus procedures were collected and subdivided by number of muscles repaired,the use of adjustable sutures and repeat procedures,adjusted by the total adult population.The number of Ophthalmologists performing adult strabismus surgery was also analyzed,subdivided by high volume and low volume surgeons.Results:From 2000-2014,per 100,000 adult population,the number of total strabismus surgeries in Ontario increased 29.1%;single muscle surgery increased 25.0%,two muscle surgery increased 46.3%,and three or more muscle surgeries increased 8.3%.During the study period,strabismus procedures using adjustable sutures increased 26.1%and repeat procedures increased 65.1%.The number of surgeons performing adult strabismus surgery decreased 21.7%from 2000-2014.In 2014,88.4%of surgeries were performed by 29.8%of all of surgeons who performed adult strabismus surgery.Conclusions:From 2000-2014,more strabismus surgery was performed in adults by fewer surgeons from 2000-2014.The number of adult strabismus surgeries in Ontario increased since 2000,including procedures using adjustable sutures and repeat procedures.These changes may be due to increases in healthcare funding and an increased awareness of the functional and psychosocial benefits of strabismus surgery.