Factors associated with HPV-associated sexual risk behaviors among sexually active college students.

High-risk sexual behavior is the primary risk factor for the acquisition and persistence of human papillomavirus (HPV) infection and the development of HPV-associated diseases including cancer. Incidence of HPV infection is high among individuals in their late teens and early 20s. Thus, college students represent a historically high-risk group for HPV infection yet are also a group with the ability to independently access HPV vaccination for HPV prevention. To inform future interventions, we examined factors associated with HPV-associated risky sexual behaviors among sexually active college students. Data (N = 741) were from an anonymous online survey distributed to students at a public Midwestern university in 2021. The outcomes were HPV-associated sexual risk behaviors-number of oral or vaginal sexual partners [high (≥ 5) or low (< 5)] and age of oral or vaginal sexual debut [early (< 18 years) or late (≥ 18 years)]. Multivariable logistic regression models estimated the association between HPV-associated risky sexual behaviors and several predictors including age, gender, relationship status, academic level, country of birth, and rural-urban status. Among sexually active students, approximately 47% and 41% had a high number of lifetime vaginal and oral partners, respectively. Among the same group, 60% and 64% had early vaginal and oral sexual debut. Students who were single and dating (aOR = 1.93; 95% CI = 1.21, 3.08) or single and not dating (2.11; 1.28, 3.48) were more likely to have a high number of vaginal lifetime partners compared with married students. Single (vs. married) students were also about twice as likely to have a high number of oral lifetime partners. Relative to graduate students, freshmen/sophomores were more likely to have an early vaginal (2.44; 1.45, 4.11) and oral (2.14; 1.26, 3.63) sexual debut. Interventions tailored to college freshmen/sophomores and unmarried students should encourage students to receive the HPV vaccine for prevention of future HPV-associated diseases.

College Students' Awareness of the Link Between Human Papillomavirus (HPV) and HPV-Associated Cancers.

We describe the level of awareness of the link between HPV and HPV-associated cancers and identify demographic and lifestyle factors associated with awareness. This was a cross-sectional study of college students (n = 862) at a public Midwestern university conducted between February and May 2021. The outcomes were student's awareness-accessed by asking students if they knew whether HPV was causally link with anal, cervical, vaginal, oropharyngeal, vulvar, and penile cancers. Logistic regression models estimated the association between sociodemographic and sexual behavior and awareness of the link between HPV and HPV-associated cancers. Approximately 70% were aware that HPV causes cervical, 53% were aware HPV causes vaginal, 40% were aware HPV causes vulvar cancers, 39% were aware HPV causes oropharyngeal, 38% were aware HPV causes penile, and 34% were aware HPV causes anal cancers. In multivariable analyses, men were less likely to be aware that HPV causes vaginal (aOR = 0.42, 95% CI 0.30-0.59) or vulvar cancers (aOR = 0.54, 95% CI 0.38-0.77) compared to women. Compared with sexually naïve students, those who had have oral and vaginal sex were more likely to be aware that HPV causes anal (aOR = 1.98, 95% CI 1.17-3.34), penile (aOR = 1.82, 95% CI 1.11-2.97), vaginal (aOR = 1.81, 95% CI 1.14-2.88), or vulvar (aOR = 2.05, 95% CI 1.24-3.40) cancers. Awareness of the link between HPV and HPV-associated cancers was low, except cervical. This underscores the need for more tailored interventions to increase knowledge about HPV and its association with cancer. Increasing students' levels of awareness may impact HPV vaccine uptake.

Association between Sexual Activity and Human Papillomavirus (HPV) Vaccine Initiation and Completion among College Students.

HPV vaccination is most effective if received before initiation of sexual activity. Previous studies suggested that young adult women who were not sexually active were not interested in receiving the vaccine because they did not think it was necessary. Whether this misperception is still prevalent today-and also shared by men-is unknown. This study examined whether sexual activity was associated with HPV vaccine uptake (initiation and completion) among university students. A cross-sectional study was conducted between February and May 2021 among students (n = 951) at a public Midwestern University. Sexual activity was categorized as "never" or "ever" had oral and/or vaginal sex. Outcome variables were HPV vaccine initiation, defined as receipt of ≥1 dose, and completion, defined as receipt of ≥3 doses. Multivariable logistic regression models estimated the association between sexual activity and HPV vaccine uptake, adjusting for sociodemographic factors. Approximately 18% of students reported never engaging in sexual activity. Overall, 45.5% initiated the HPV vaccine, and 16.5% completed the vaccine series. After adjusting for covariates, compared to students that reported never engaging in sexual activity, those that had ever engaged in sexual activity were more likely to have initiated the vaccine series (aOR = 2.06, 95% CI: 1.34-3.17); however, no difference was observed for completion. HPV vaccination was low; sexually naïve students were less likely to initiate the HPV vaccine. Since sexually naïve students may benefit from receiving the HPV vaccination, targeted interventions should be implemented towards this population to help increase vaccination rates and prevent HPV-associated diseases.

Human Papilloma Virus and the Nurse's Role in Education and Prevention.

In the United States, an estimated 20 million people, or 15% of the population, are currently infected with human papilloma virus (HPV). The prevalence of HPV is increasing in females aged 14 to 24 years. Assessing allied health students' knowledge, attitudes, and behaviors regarding HPV was performed using a 34-question survey. The survey was in four sections: general information, measuring knowledge of HPV and the vaccine, HPV vaccine, and HPV screening and diagnosis. Physicians were noted by 31.6% of the participants as the first individual who gave them information about HPV. There were 46.4% of the participants who stated that HPV education came from a school nurse. Nurses play a critical role in educating young people about the benefits of the HPV vaccine.

A Trend Analysis of Succession Planning in Health Care as Perceived by Chief Executive Officers in US Hospitals.

A study was conducted to analyze the perceptions of chief executive officers in US hospitals regarding leadership development and succession planning. Results of the study were compared to identical surveys delivered in previous years for the purposes of identifying possible trends and changing perspectives related to how executives use succession planning in their facilities, what factors influence the identification of successors, what positions are the more likely to use succession planning efforts, and who specifically should be responsible for building the leadership pipeline.

The Transition from Clinical Staff Member to Manager.

Internally promoting clinical staff members into management positions is often a wise organizational strategy. Although there are advantages in doing such, there are also a number of challenges. Newly appointed managers may need introductory management level training given technical expertise does not always equate to management expertise. Devoting time to teaching even the most basic management skills will assure a more seamless role transition for the promoted employee. Upper administration also needs to be aware that possessing clinical expertise does not always serve as a precursor to promotion. Not every clinical employee, regardless of how proficient they are in their technical roles, seeks to be a manager.

The Organizational Impact of Presenteeism.

Presenteeism is defined as the act of going to work when sick. Occupations that have a high degree of human interaction, such as healthcare providers and educators, have been found to exhibit the highest rates of presenteeism. The incidence of presenteeism among physicians has been reported to be as high as 90%. Various reasons are given for choosing to work when sick including a commitment to patients, unwillingness to burden coworkers, competition, and the lack of a suitable replacement. The topic is important in the field of radiology given presenteeism has been shown to reduce worker productivity, increase the likelihood of patient errors, and result in negative long term health effects. Radiology managers can discourage presenteeism by changing attitudes toward the use of sick leave and through health promotion programs to encourage healthy lifestyles.

Leadership Characteristics for Health Care Managers: Perspectives of Chief Executive Officers in US Hospitals.

A study was conducted to determine the perceptions of chief executive officers in US hospitals regarding the most important characteristics aspiring health care executives should possess. The results of this 2012 study were compared with a previous study conducted in 2007 to determine if the perceptions had changed over time.

A Ministudy of employee turnover in US hospitals.

A ministudy was conducted to collect self-reported employee turnover rates in US hospitals. The results indicate many hospitals are struggling with high employee turnover rates. Widespread variances in ratings were observed across hospitals, which may be due to lack of consistency in how they each calculate their employee turnover. This makes benchmarking for the purposes of performance improvement challenging.

Machiavellianism in health care explored: differences in aspiring managers and patient care professionals.

Complex economic factors require health care professionals to possess multiple skills. Although controversial, some characteristics associated with Machiavellianism may be needed for the maintenance of organizational solvency. A study was conducted to determine the differences between aspiring health care managers and patient care professionals regarding Machiavellian tendencies. The results of the study indicate a significant mix of Machiavellian traits exists within both groups and that these need to be both cultivated and controlled. Efforts should be made to increase some Machiavellian tendencies such as risk taking and creativity while extinguishing counterproductive traits that lead to unethical decision making.

A comparative analysis of employee incentives in the healthcare industry.

This study is a reanalysis of employer incentives for healthcare managers. In 2007, a survey was administered to determine the top incentives used in healthcare as well as which individuals are receiving the most creative incentive packages; technical, managerial, or executive employees. A similar survey was distributed in 2012 in order to compare and see what changes have taken place in the last five years in respect to the incentives and the incentive packages used in healthcare that were first identified in 2007.

Succession planning: trends regarding the perspectives of Chief Executive Officers in US hospitals.

A study was conducted to revisit the perceptions of chief executive officers in US hospitals regarding the origin of leadership and how they felt about internally developed successors versus externally recruited successors. Furthermore, the study sought to develop understanding of how this group of executives utilizes the succession planning process, what factors impact successor identification, what positions are applicable for succession planning activities, and who is ultimately held responsible for leadership continuity within the hospital industry. The results of this 2012 study were compared with a previous study conducted in 2007 to determine if the perceptions had changed over time.

Chief executive officers in US hospitals: a reexamination of workforce demographics and educational issues.

The US Bureau of Labor Statistics reports the "employment of medical and health services managers is expected to grow by 22% from 2010 to 2020" (http://www.bls.gov.ooh/management/medical-and-health-services-managers.htm#tab-6). The US Bureau of Labor Statistics notes this is substantially faster than the national average for other occupations. Information from this report finds its way into popular media, news shows, and other information outlets, which increases the number of prospective applicants to college and university health care management programs. (For the purposes of this article, no differentiation is made between various programs geared toward preparing health care managers; this includes, but is not limited to, degrees in hospital administration, hospital services administration, health care management, etc.) In 2007, the authors conducted a survey of chief executive officers in US hospitals that sought to identify educational and demographic information of individuals holding top management positions in US health care institutions. The survey was repeated in 2012, at the 5-year interval, to determine if chief executive officer information had changed.

Americans with Disability Act: financial aspects of reasonable accommodations and undue hardship.

The Americans with Disability Act (ADA) is a significant piece of discrimination legislation that merits ongoing managerial exploration. This civil rights legislature indicates that employers are expected to provide reasonable accommodations to employees with reported disabilities. The statute also indicates that employers can refuse to offer a reasonable accommodation if doing so creates an undue hardship on the organization. However, health care managers should exercise extreme caution when using undue hardship as a defense against providing reasonable accommodations to employees with disabilities. This point should be duly noted by health care managers given that studies indicate that lawsuits alleging disability discrimination are on the rise. This is unfortunate given the costs of reasonable accommodations are typically miniscule.

Corporate social responsibility of future radiology professionals.

Plagued by difficult economic times, many radiology managers may find themselves faced with ethical dilemmas surrounding ongoing organizational pressures to maintain high levels of productivity with restricted resources. This often times tests the level of moral resilience and corporate social consciousness of even the most experienced radiology professionals. A study was conducted to determine what Corporate Social Responsibility (CSR) orientation and viewpoint future radiology professionals may have. The results of the study indicate that these study participants may initially consider patient care more important than profit maximization. Study results indicate that these specific future radiology professionals will not need laws, legal sanctions, and intensified rules to force them to act ethically. However,they may need ongoing training as to the necessity of profit maximization if they seek the highest quality of care possible for their patients.

Corporate social responsibility and the future health care manager.

The decisions and actions of health care managers are oftentimes heavily scrutinized by the public. Given the current economic climate, managers may feel intense pressure to produce higher results with fewer resources. This could inadvertently test their moral fortitude and their social consciousness. A study was conducted to determine what corporate social responsibility orientation and viewpoint future health care managers may hold. The results of the study indicate that future health care managers may hold patient care in high regard as opposed to profit maximization. However, the results of the study also show that future managers within the industry may continue to need rules, laws, regulations, and legal sanctions to guide their actions and behavior.

Lack of performance: the top reasons for terminating healthcare employees.

One of the responsibilities of being a radiology manager unfortunately involves terminating employees. This task can be unpleasant and difficult for both the employee and the manager. It can also be filled with legal ramifications if not handled appropriately. Therefore, it is important for radiology managers to be keenly aware of the typical reasons healthcare employees are terminated. Recognizing the most common reasons for termination can provide radiology managers with an avenue by which to create initiatives. These initiatives should be aimed at reducing the problem areas which lead to the undesirable task of firing employees. A survey of human resource managers in the healthcare industry was conducted and identified the most recurrent reasons healthcare employees are terminated. It also explored the root causes pertaining to terminations involving lack of employee performance.

Succession planning: perspectives of chief executive officers in US hospitals.

A study was conducted to explore the perceptions of chief executive officers in US hospitals regarding the origins of leadership and how they felt about internally developed successors versus externally recruited successors. Furthermore, the study examined how this group of executives utilizes the succession planning process, what factors impact successor identification, what positions are applicable for succession planning activities, and who is ultimately held responsible for leadership continuity within the hospital industry.

Chief executive officers in US hospitals: an examination of workforce demographics and educational issues.

A study was conducted to determine if workforce demographics of chief executive officers within hospitals in the United States were changing. It sought to analyze the retirement patterns and the current gender mix of chief executive officers in hospital settings within the United States. It also sought to capture the perspectives of those in top-level executive positions in regard to the educational requirements of future health care executives.