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.

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].

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.

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.

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.

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.

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.

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.

Generational Gap： Intrinsic （Non-monetary） Versus Extrinsic （Monetary） Rewards in the Workforce

Traditionally, organizations assume that compensation/pay and monetary benefits are what all employees need to work harder, be productive, or remain with the company. According to Abraham Maslow, within every person is a hierarchy of five needs： physiological needs, safety needs, social needs, esteem needs, and self-actualization needs Organizations must be able to identify what employees desire to secure optimum performance and to meet the needs of both employees and employers. This research focuses on the generational gap and the significance of intrinsic and extrinsic rewards in the workforce. The purpose and objective of this research are to test the significance of monetary versus non-monetary rewards among the different generations in the organization. A self-designed questionnaire distributed to a multi-generational group of employees of selected organizations was used to collect the analyzed data. Sixty-five （65%） responses were obtained. Secondary data were used to elucidate the needs in this area of study. Because the workforce is predicted to become more diverse in terms of age, organizations will be unlikely to implement one set of rewards for the multiple generations. This is due to the differing expectations and requirements among the generations. However, the results indicate no significant difference in monetary versus non-monetary rewards among the different generations in the workforce.

The Education ＆ Training and the Utilization of Multi-cultural Workforce

The international movement of workers and the inflow/outflow of immigrants are increasing, the term immigrant communities which country in the world is more familiar. Also, the country that accumulated a history of immigration over decades have been promoted while continuously changing the integration policies for immigrants. The immigration into home country such as the married immigrant women, etc. is constantly increasing in South Korea that had a homogeneous culture. While, it is continued to the overseas movement of young people looking for opportunities in foreign rather than domestic. In South Korea, the multi-cultural families are increasing together with the immigration of foreign workers, the marriage immigrants, etc. in accordance with the globalization of capital and labor, and the multi-cultural society is being formed in accordance with the influx of alien culture and various religious. In this paper, it explored the trends and the future outlook for the multi-cultural workforce in these dimensions. Also, in a multi-cultural society, it suggested the implications and the future assignments for the new changes in the education ＆ training and the employment in order to improve the quality of life and to use as the production entities of multi-cultural workforce.

Impact of Workforce and Schedule Constraints on New Nuclear Construction

Due to recent legislative incentives and a general change in the public eye towards environmental and energy issues, a renewed interest in building nuclear power plants has taken place in the U.S. The Nuclear Regulatory Commission has also recently given approvals to build four nuclear reactors in two southeast states, which further indicates the resurging interest in nuclear power in the U.S. Such approvals, however, do not specifically address the impact on having a constrained labor force when manufacturing and constructing multiple reactors. Key findings include the comparison of a constrained and unconstrained workforce on construction and manufacturing completion times, the identification of peak labor requirements based on different construction schedules, and the development of training estimates to ensure the workforce and industry are prepared for the new jobs being created. Results suggest that a shorter planned construction timeline is effective when the workforce is moderately constrained to unconstrained. However, with a severely-constrained starting workforce, a longer construction timeline is preferred. For multiple reactor plans, spreading out the construction start dates outperforms all other construction start date schedules. In particular, heavily compressed start dates could effectively kill a resurgent nuclear industry, especially if workforce expansion is not pursued simultaneously.

Rules Mining-Based Gene Expression Programming for the Multi-Skill Resource Constrained Project Scheduling Problem

Themulti-skill resource-constrained project scheduling problem(MS-RCPSP)is a significantmanagement science problem that extends from the resource-constrained project scheduling problem(RCPSP)and is integrated with a real project and production environment.To solve MS-RCPSP,it is an efficient method to use dispatching rules combined with a parallel scheduling mechanism to generate a scheduling scheme.This paper proposes an improved gene expression programming(IGEP)approach to explore newly dispatching rules that can broadly solve MS-RCPSP.A new backward traversal decoding mechanism,and several neighborhood operators are applied in IGEP.The backward traversal decoding mechanism dramatically reduces the space complexity in the decoding process,and improves the algorithm’s performance.Several neighborhood operators improve the exploration of the potential search space.The experiment takes the intelligent multi-objective project scheduling environment(iMOPSE)benchmark dataset as the training set and testing set of IGEP.Ten newly dispatching rules are discovered and extracted by IGEP,and eight out of ten are superior to other typical dispatching rules.

基于历史唯物主义视域的新质生产力:内涵、形成条件与有效路径

习近平总书记提出新质生产力这一概念,不仅对东北全面振兴具有重要指导意义,对我国实现经济高质量发展和中国式现代化也具有重大战略意义。新质生产力是由于生产力构成要素的质的不断提升而呈现出来的更为先进的生产力形式。新质生产力在本质上属于马克思主义的生产力范畴,具有实践性、全面性、发展性的性质。新质生产力外显于生产力的构成要素上,这些构成要素质量的提升即“劳动者”素质的持续提升、劳动资料的改进与广泛应用、劳动对象的不断扩张、科学技术的突飞猛进、管理水平的显著提升等,形成了孕育新质生产力的条件。依据新质生产力的形成条件,新质生产力的形成路径主要有:一是通过提升教育质量、培育世界一流企业、促进产业发展以培育高质量的“劳动者”;二是深入实施创新驱动发展战略以提升劳动资料及科学技术这两个要素的质量;三是建设超大规模的全国统一大市场以实现劳动对象的扩展;四是加强党的领导与培育企业家精神以实现企业管理的变革。

新中国著名大学校长教师队伍建设思想探析

中华人民共和国成立后,一批著名大学校长作为高等教育领域中的杰出领导者和卓越教育家,在办学理念、教学改革、学科建设和教师队伍建设等方面为大学的发展作出了重要的贡献,对新中国的高等教育影响至深,尤其是他们在教师队伍建设方面的成功经验值得我们学习和借鉴。有高质量的教师队伍才有高质量的高等教育,其教师队伍建设思想的理论精华主要体现在以下几个方面:加强思想政治建设,描就教师队伍的政治底色;重视师德师风建设,锚定教师队伍建设的第一标准;选聘与培养结合,突出教师队伍建设的双重路径;引进来与走出去相结合,强调教师队伍建设的融通视野;教学与科研相辅,明确教师队伍建设的融合发展思路;质量与数量统一,把握教师队伍建设的核心诉求;注重团队建设,强调教师队伍建设的专业逻辑;理论与实践结合,彰显教师队伍建设的方法论;物质与精神兼顾,着力教师队伍建设的基本保障。审视新中国著名大学校长教师队伍建设思想的核心内容及思想智慧,对我国高等教育“双一流”建设背景下高校师资队伍建设具有启示意义。

省域学前教育师资培养的供需趋势与优化策略

高质量的学前教育师资队伍是促进学前教育现代化发展的保障。立足新时代发展需求,基于A省2016-2022年学前教育及学前教育师资的相关数据分析可得出如下结论:在需求层面,学前教育规模显著提高,师资队伍发展总体均衡,但城乡发展仍有差异,学历结构仍需改善,不能很好地适应新时代学前教育事业发展的新需求;在供给层面,初步形成和建立开放多元的学前教育师资培养体系和全面覆盖的学前教育师资培养层次结构,但总体培养层次和生源质量仍偏低,不能满足全省对高素质学前教育专业人才数量的需求。预计未来几年,A省学前教育本科层次师资将不能满足社会需求,而专科层次学前教育师资将会出现供过于求。因此,要以需求定供给,控制培养规模;加强省级统筹,调整培养结构;完善保障机制,加强扶持与引导;把好招生入口,提升生源质量;强化师资培训,促进存量升级,进而改善省域学前教育师资供需失衡状况,促进我国学前教育事业高质量发展。

离散选择实验在卫生人力资源领域的应用进展

背景运用离散选择实验(DCE)对卫生人员工作选择倾向性进行研究,可以为制定农村及偏远地区吸引和留用卫生人员相关政策提供科学且有效的依据。目的对DCE应用于卫生人力资源领域的研究进行梳理、总结和归纳,以期为将来的相关研究提供参考。方法于2022年2—4月,系统检索Web of Science、PubMed、中国知网、万方数据知识服务平台、维普网中与DCE应用于卫生人力资源领域相关的文献。提取纳入文献的研究对象、分析模型、选择项设置及研究结果等。结果最终纳入44篇文献,文献发表时间为2000—2020年。研究对象主要为在职卫生工作者、学生;纳入文献中,6篇是标签式,其余为一般式;属性数量为4~8个;水平数量以2~4个居多(88.6%,39/44)。高收入国家的研究中将全科医生团队合作、工作量作为工作属性;中低收入国家的研究中工作属性选择最多的是住房(21次),其次是设施、药物等的配备(19次)、学习/培训机会(16次)。各文献的工作属性均纳入了收入(工资)。形成的工作属性框架包含4个层面:社会层面,包括医院规模、社会支持/尊重、身份确认(编制或成为永久员工);工作层面,包括工作地点、工作条件、工作量、工作(管理)氛围、团队合作、上级指导(针对基层卫生工作者);职业发展层面,包括晋升年限、培训(继续教育)机会、学术和研究机会;生活层面,包括收入、住房、交通、子女教育。分析模型运用最多的是Mixed Logit Model(19次),其次是Conditional Logit Model(9次)、Generalized Multinomial Logit Model(3次)。结论该领域研究结果的异质性较大,难以得出统一结论。而且DCE在卫生人力资源领域的应用仍需进一步在全球范围内推广,相关研究十分有限,得到的证据尚需进一步研究的证实。

高原低氧与施工作业双约束对职业倦怠的影响研究

高原低压低氧和施工作业双重约束下,施工作业人员极易出现职业倦怠症状,严重影响身心健康及工作积极性。基于此,采用问卷调研的方法在高原地区对施工作业人员开展了职业倦怠调研,通过多元线性逐步回归分析了职业倦怠中情绪耗竭、职业效能、去人性化3个维度的主要影响因素,采用二元logistics回归进一步分析了3个维度对职业倦怠的综合影响。结果表明:职业倦怠主要受年龄、来源地海拔、受教育程度、工龄、吸烟情况、睡眠状况影响,其中年龄与来源地海拔是影响职业倦怠最显著的因素;各影响因素在情绪耗竭、职业效能、去人性化3个维度的影响强度略有差异。

《强师计划》背景下体育教师队伍高质量发展的机遇、挑战与路径

运用文献资料、逻辑分析等方法,探究《强师计划》背景下体育教师队伍高质量发展机遇与挑战,提出针对性的解决路径。《强师计划》背景下体育教师队伍高质量发展的机遇体现在:为体育教师队伍高质量发展提供政策保障;为体育教师高质量教育体系建设奠定基础;为体育师资优质均衡发展提供助力。面临的挑战主要有:体育教师队伍污名化严重,专业成长遭延滞;体育教育人才培养制度滞后,体系升级遇瓶颈;体育教师评价制度单一,评价改革难落实;数字体育汇智平台搭建欠缺,资源整合迎挑战。为了更好地把握机遇,迎接挑战,据此提出的针对性解决路径为:重构体育教师形象,提升体育教师队伍综合实力;深化教育内部治理改革,推进体育教师教育体系转型升级;实行分类多元评价,建立多维联动评价机制;深度结合数字智能,加强体育教育资源共建共享。

人才强国战略视角下我国国际人才引进政策分析

党的二十大报告就“深入实施人才强国战略”作出详细部署,强调坚持“人才是第一资源”,聚天下英才而用之。本文基于政策工具理论搭建“政策工具—人力资源管理环节—政策发展阶段”三维框架,对306份我国国际人才引进政策文本进行编码分析。研究发现,我国国际人才引进政策存在政策工具比例不够均衡、政策环节需要有效衔接、一体化协同的国际人才引进机制尚未充分形成、政策生态环境需进一步优化等问题,据此提出了我国国际人才引进政策要突出优势、精准施策;联动引才、试点先行;主动服务、多元激励;搭建平台、融合发展等对策建议,为我国人才强国战略视域下的国际人才队伍建设与管理提供理论支撑。

论人才强国战略下职业启蒙教育发展的时代进路

人才是第一资源,建设人才强国是实现中国式现代化的核心要义。职业启蒙教育作为本体“成己成人成物”的一种早期关照,必然成为人才强国建设的根基性策略。镜鉴美国融合式、日本进阶式和德国链条式职业启蒙教育模式,发现各国均以个人职业潜力培育为策略来提升人力资源的内生质量。因此,为了拓宽我国青少年多元化成长通道,强化国家人才储备的广度与深度,应当以点筑基、以面扩展、以链串联、以网织就,多维结构探赜本土职业启蒙教育发展理路。即以中小学创建校本职业启蒙课来稳固人才培育的启蒙链,以不同类型学校间共建职业启蒙教育基地来拓宽人才成长的进阶链,以校外研学实践基地的活动供给来补强人才育训的陶冶链,以校企联动创设真实职业场域来延伸人才发展的价值链,最终推动职业启蒙教育以高质量的育人品性为人才强国建设服务。