What do nurses practising in rural, remote and isolated locations consider important for attraction and retention? A scoping review.

INTRODUCTION: Nurses play a vital role in the provision of health care in rural, remote and isolated locations. Consequently, the current global nursing workforce shortage has significant and far-ranging implications for these communities where there are enduring issues with workforce maldistribution and shortage, instability, high staff turnover and health disparities. This article provides an analysis of existing literature on what rural, remote and isolated practising nurses view as important for the attraction and retention of this workforce in the Australian context. METHODS: A structured scoping review informed by Arksey and O'Malley's framework for conducting scoping studies was undertaken. Six electronic databases were searched in August 2022. Cosgrave's person-centred retention improvement framework (which includes attraction) for addressing health workforce challenges in rural contexts was used to guide the synthesis and interpretation of information from the included studies. Key themes were identified inductively, conceptualised within Cosgrave's framework and mapped to the overarching lifecycle stages of attraction, retention and resignation, also referred to as turnover or decision to leave. RESULTS: Twelve articles met the inclusion criteria for this review. Six themes related to attraction, retention and resignation were identified: (1) demanding role and scope of practice; (2) values divergence and professional opportunities; (3) continuing professional development and mentoring; (4) social, lifestyle and personal or family; (5) management and organisation; and (6) pay and incentives. The issues articulated within each of these themes overlapped, highlighting the complexities involved. CONCLUSION: Limited empirical research that combines a person-centred and whole-of-lifecycle approach to understanding the rural and remote nursing workforce was found. However, our analysis of existing evidence suggests that such approaches are required to appropriately plan for and target solutions that centre nurses' specific needs and experiences for the future nursing workforce. Relatedly, limited translational research on the nursing workforce that explicitly includes and engages with nurses was found. Such research is fundamentally needed to improve retention outcomes.

Quiet Quitting reason and behavior scale design and development process.

BACKGROUND: The concept of "Quiet Quitting", which might be considered new in the literature, is used to describe a passive and silent giving up. OBJECTIVE: The aim of this study is to develop a scale to evaluate both the causes and consequences of "quiet quitting" which is believed to be increasing for various reasons in our country as well as in the world. METHOD: Five-stage scale development method which was presented by Cohen and Swerdik was used in the process of developing the Quiet Quitting Reason and Behavior Scale (QQRBS). First, the conceptual structure of the scale was determined. In the second stage, the scale was structured. Structuring the scale is deciding on the scale type and scaling technique. The third stage is the first application of the scale. After the scale was applied, factor analysis, internal consistency assessment and validity studies were carried out in the item analysis section, which is the fourth stage. The fifth stage is the second application stage of the scale and at this stage, the scale was reviewed by test-retest and an application guideline was prepared. RESULTS: Cronbach's alpha value of draft items is 0.87, quiet quitting behavior sub-dimension Cronbach's Alpha value is 0.76 and reasons for quiet quitting Cronbach's Alpha value is 0.820. It was decided to keep the remaining 35 items after EFA analysis because the corrected correlation numbers of the items were >0.30. This study explains the design and development process of the QQRBS in Turkish society. CONCLUSION: According to this developed scale, as the scale mean score of the total and sub-dimensions increases, the tendency to quiet quitting increases.

Detection and prediction of anomalous behaviors of enterprise's employees based on data-mining and optimization algorithm.

Internal employees have always been at the core of organizational security management challenges. Once an employee exhibits behaviors that threaten the organization, the resulting damage can be profound. Therefore, analyzing reasonably stored behavioral data can equip managers with effective threat monitoring and warning solutions. Through data-mining, a knowledge graph for internal threat data is deduced, and models for detecting anomalous behaviors and predicting resignations are developed. Initially, data-mining is employed to model the knowledge ontology of internal threats and construct the knowledge graph; subsequently, using the behavioral characteristics, the BP neural network is optimized with the Sparrow Search Algorithm (SSA), establishing a detection model for anomalous behaviors (SBP); additionally, behavioral sequences are processed through data feature vectorization. Utilizing SBP, the LSTM network is further optimized, creating a predictive model for employee behaviors (SLSTM); ultimately, SBP detects anomalous behaviors, while SLSTM predicts resignation intentions, thus enhancing detection strategies for at-risk employees. The integration of these models forms a comprehensive threat detection technology within the organization. The efficacy and practicality of detecting anomalous behaviors and predicting resignations using SBP and SLSTM are demonstrated, comparing them with other algorithms and analyzing potential causes of misjudgment. This work has enhanced the detection efficiency and update speed of abnormal employee behaviors, lowered the misjudgment rate, and significantly mitigated the impact of internal threats on the organization.

Factors associated with work sustainability in patients with bone metastasis.

BACKGROUND: Working while receiving cancer treatment is challenging for patients, with considerable impact on their quality of life (QOL). However, there have been no reports on the factors that prevent employment in patients with bone metastases. This study aimed to investigate the employment status and factors impacting the continued employment of patients with bone metastases. METHODS: We analyzed clinical data from new patients consulting The University of Tokyo Hospital team for bone metastasis treatment between June 2015 and September 2017. Patients who were working at the time of cancer diagnosis (n = 124) completed four QOL questionnaires. Factors associated with work sustainability were identified via univariate analysis and a chi-squared test. Multivariate logistic regression analysis was used for significant variables. Relationships between employment and QOL scales were investigated using the Wilcoxon rank-sum test, with P < .05 considered as statistically significant. RESULTS: Among the 124 patients, only 45 (36.3%) were still working when the questionnaire was administered. Multivariate analysis revealed temporary employment, lytic or mixed bone metastases, and lower limb or acetabular metastasis, as significant factors hindering work sustainability. The QOL scores were high in the continued employment group. However, the relationship between employment status and pain remains unclear. CONCLUSIONS: Lytic or mixed bone metastases and the lower limb and acetabular metastasis were significantly associated with employment resignation. Mobility difficulties may prevent patients with bone metastases from sustaining employment. Collaboration between rehabilitation professionals, oncologists, and workplaces is imperative to address this problem.

A theory based study on diabetes self-management in older Chinese adults.

Approximately 1 in 3 (or 80 million) Chinese age 60 years or older are living with type 2 diabetes in China. New perspectives are needed to understand the intricate phenomenon of diabetes self-management (DSM) in older Chinese adults. Guided by the expanded Tripartite Model of Self-Management, this study aimed to identify the inter-relationships between the tripartite components simultaneously and their influencing factors. This cross-sectional study included a stratified random sample of 98 community-dwelling adults age 60 or older with type 2 diabetes. Findings revealed distinct predictors for knowledge about DSM, DSM behaviors and coping. There were significant inter-relationships among the tripartite components. The theoretical model was a good fit for the data. This study provides valuable insights into the complex relationships between knowledge about DSM, DSM behaviors, and coping strategies, offering direct implications for improving the health outcomes of older adults with diabetes.

Influence of nurse work environment and psychological distress on resignation from hospitals: a prospective study.

With the global nurse shortage, identifying nurse work environments that allow nurses to continue working is a common concern worldwide. This study examined whether a better nurse work environment (1) is associated with reducing nurses' psychological distress; (2) reduces nurse resignations; (3) weakens the influence of psychological distress on their resignation through interaction effect; and (4) whether psychological distress increases nurse turnover. Multilevel logistic regression analyses were performed using data obtained in 2014 from 2,123 staff nurses from a prospective longitudinal survey project of Japanese hospitals. The nurse work environment was measured by the Practice Environment Scale of the Nursing Work Index (PES-NWI) consisting of five subscales and a composite, and psychological distress by K6. All the PES-NWI subscales and composite (ORs 0.679-0.834) were related to K6, significantly. Regarding nurse turnover, K6 had a consistent effect (ORs 1.834-1.937), and only subscale 2 of the PES-NWI had a direct effect (OR 0.754), but there was no effect due to the interaction term. That is, (1) and (4) were validated, (2) was partly validated, but (3) was not. As better work environment reduces K6 and a lower K6 decreases nurses' resignation, high-level hospital managers need to continue improving the nurse work environment.

The loss of political connections and the fluctuation of corporate stock prices: Moderating effect based on media attention.

This article examines the impact and mechanism of political connections on stock price fluctuations after the resignation of independent directors with "official" status, based on the exogenous influence of Document No. 18 of the Central Organization Department. Using panel data of A-share listed companies on the Shanghai and Shenzhen stock markets from 2012 to 2020, the experimental group and control group for political affiliation deficiency events were determined through propensity score matching (PSM), and a quasi natural experiment was constructed using differences in differences (DID) for empirical research. By examining the relationship between regional financial development, lack of political connections, and stock price fluctuations, we found that regions with higher levels of financial development are more prone to stock price fluctuations due to the lack of political connections, which is related to higher levels of debt financing in regions with higher levels of financial development. In addition, the increasing level of debt exacerbates conflicts and inconsistencies among stakeholders, which is not conducive to the stability of the company's stock price. Through the above research, relevant suggestions have been provided to enterprises, media, and governments. For example, enterprises should clarify the boundary between government and enterprise, focus on long-term strategic goals, build core competitiveness, and thereby enhance their own value; The media should play a correct role in information transmission and public opinion guidance, and play a positive role in the economic development of the industry; The government should promote market-oriented construction and establish positive government enterprise relationships.

It will (never) stop hurting: Do repeated or chronic experiences of exclusion lead to hyper- or hyposensitive psychological responses?

Unlike one-time lab manipulations of exclusion, in real life, many people experience exclusion, from others and from groups, over extended periods, raising the question of whether individuals could, over time, develop hypo- or hypersensitive responses to chronic exclusion. In Study 1, we subjected participants to repeated experiences of inclusion or exclusion (three Cyberball games, time lag of three days, N = 194; 659 observations). We find that repeatedly excluded individuals become hypersensitive to inclusion, but not to exclusion. Study 2 (N = 183) tested whether individuals with chronic experiences of real-world exclusion show hypo- or hypersensitive responses to a novel episode of exclusion. In line with Study 1, exclusion hurt to the same extent regardless of baseline levels of chronic exclusion in daily life. However, chronically excluded individuals show more psychological distress in general. We discuss theoretical and practical implications for dealing with chronically excluded individuals and groups.

Assessing the Great Resignation phenomenon: voluntary resignation of young Italian workers during the COVID-19 pandemic.

Introduction: The COVID-19 pandemic has determined a radical change in workplace dynamics, with a reported increase in voluntary resignation from employment at a global level, especially among the young-est workers. The aim of this study is to investigate the social, demographic, and cultural characteristics of young people aged between 25 and 45 years who voluntarily resigned from their previous jobs during the COVID-19 pandemic. Methods: This is a cross-sectional observational study; an ad hoc questionnaire was designed and admin-istered via an online link. Descriptive analyses were performed to describe the sample, and the Pearson analysis was performed to investigate statistically significant correlations; p values ≤ 0.05 were considered statistically significant. Results: A total of 72 valid responses were gathered. Mean age was 32.6 years; 43.1% participants were males, 54.2% were married, and 80.6% had no children; most participants (68.1%) had a college level education. The most reported cause of job resignation was work dissatisfaction (38.9%), followed by inadequate remuneration (27.8%). The most reported perspective for people who had resigned or were planning on resigning, was a better salary (27.8%), followed by the pursuit of a higher work-life balance (25.0%). The perception that having resigned was the right choice was significantly correlated with the timeframe of resignation (p<0.01), with having suffered from COVID-19 (p<0.05), and with a close relative having suffered from COVID-19 (p<0.01). Conclusion: This study highlighted that voluntarily resigning was significantly correlated to having suffered from COVID-19, or a close relative having suffered from it; 84.9% of participants who had resigned thought that it had been the right choice. The COVID-19 pandemic could have changed workplace perception, making employees feel more at risk; the indirect impact of the pandemic should be further investigated, and prevention strategies should be implemented to ensure the safety and wellbeing of employees.

Mental health concerns precede quits: shifts in the work discourse during the Covid-19 pandemic and great resignation.

To study the causes of the 2021 Great Resignation, we use text analysis and investigate the changes in work- and quit-related posts between 2018 and 2021 on Reddit. We find that the Reddit discourse evolution resembles the dynamics of the U.S. quit and layoff rates. Furthermore, when the COVID-19 pandemic started, conversations related to working from home, switching jobs, work-related distress, and mental health increased, while discussions on commuting or moving for a job decreased. We distinguish between general work-related and specific quit-related discourse changes using a difference-in-differences method. Our main finding is that mental health and work-related distress topics disproportionally increased among quit-related posts since the onset of the pandemic, likely contributing to the quits of the Great Resignation. Along with better labor market conditions, some relief came beginning-to-mid-2021 when these concerns decreased. Our study underscores the importance of having access to data from online forums, such as Reddit, to study emerging economic phenomena in real time, providing a valuable supplement to traditional labor market surveys and administrative data. Supplementary Information: The online version contains supplementary material available at 10.1140/epjds/s13688-023-00417-2.

Factors that influence resignations of radiographers employed by tertiary hospitals in the KwaZulu-Natal province, South Africa.

Background: The shortage of staff in Kwa-Zulu Natal (KZN) public hospitals is evident and poses a challenge to retain radiographers. Therefore, there is need to identify the factors that influence resignations of radiographers. Objective: The aim of this study was to explore the factors that influence resignations of radiographers employed by tertiary hospitals in KZN province. Methods: The study was guided by a descriptive quantitative research method. The data was collected in the form of questionnaires. A letter of information describing the details of the study was provided to the participants. All consenting participants were requested to provide a written consent prior to completing the questionnaire. The questionnaire was completed, collected and analysed. The statistical analysis test was conducted using SPSS statistic V25. Result: A response rate of 66.35% was received with 78.3% (n=108) female and 21.7% (n=30) male. The result suggested that participants unanimously agree that resignation of radiographers is precipitated by factors such as poor working conditions, unhygienic working environment and uncompetitive salaries. The result also suggested that moving from their current career in radiography to another career is precipitated by factors such as high stress level and long working hours. Conclusion: The factors identified were further analysed and results showed that the participant's personal reasons for moving from their jobs are co-related with environmental reasons. The most influential factor was stress and remuneration.

Meaningful Work, Well-Being, and Health: Enacting a Eudaimonic Vision.

Work is one of the most enduring and consequential life domains regarding how meaning and purpose impact health and well-being. This review first examines scientific findings from the MIDUS (Midlife in the U.S.) national longitudinal study that have linked work to well-being and health. Most have focused on adverse work or work conditions as influences on poor health, with a few recent findings investigating links to purpose and other aspects of eudaimonic well-being. Organizational scholarship is then selectively reviewed to show how meaningful work is often linked to motivation, performance, and commitment. Paradoxically, meaning can also lead to the exploitation and erosion of health and well-being when managed without regard for decent working conditions. Recent workplace phenomena known as the Great Resignation and Quiet Quitting underscore the societal consequences of work without meaning or adequate working conditions. Both the scientific and organizational literature are enriched by a vision of meaningful work rooted in Aristotle's writings about virtue, ethics, and the realization of potential. Evidence-based practices tied to these eudaimonic ideals are examined at multiple levels, including the societal context (public policy), organizational conditions (culture, human resource practices, leadership), and individual strategies to find meaning, engagement, and fulfillment in work. A concluding section highlights strengths and omissions in the scientific and organizational literature and, going forward, calls for greater interplay among researchers, practitioners, and policymakers in enacting eudaimonic ideals.

Leveraging employee online reviews for improving hotel competitiveness in the great resignation.

The Great Resignation has brought significant challenges to the recovery of the hospitality industry from the depression caused by the coronavirus pandemic (COVID-19). Prior studies have revealed that the leading cause of the Great Resignation is negative employee experience. However, few empirical studies have been conducted to obtain deep insights into the negative experiences of hospitality employees. Hotel managers still lack the knowledge to help them resolve the workforce problem and maintain competitiveness during the pandemic. This study proposes a novel framework, named HENEX, that uses data-mining technologies and employees' online reviews about hotels to identify the factors that lead to hospitality employees' negative experiences and changes in these factors caused by COVID-19. We demonstrate the effectiveness of HENEX through a case study that involves major hotels in Australia. The findings could help hotel managers develop strategies to resolve the workforce problem and maintain competitiveness during the Great Resignation period.

Early Childhood Education Teacher Workforce: Stress in Relation to Identity and Choices.

The early childhood education teacher workforce is consistently relied upon to bolster children's academic and socioemotional development in preparation for kindergarten and long-term outcomes. This is especially true of children who, historically overlooked and marginalized, are labeled "at risk." While research has focused on pervasive stressors as obstacles to these classroom professionals (e.g., teacher/teaching stress, curricular mandates, quality assessments, COVID-19), there is less research on stress in relation to the formation of teacher identity; specifically, how stress contributes to and detracts from the formation of a teacher's micro-identity, and how negative impacts of stress to the micro-identity may contribute to teachers' decisions to leave the field. Although once considered to be one of the fastest growing industries, The Great Resignation, as it has come to be known, estimates up to 25-30% of the workforce leave annually. To better understand the choices teachers make to leave the profession, the current study examined the influence of stress on teachers' microidentity by centering the voices of six Head Start teachers. Implementing a qualitative design, this investigation asked (a) Who are the Head Start teachers in the workforce today? (b) What are the particular stressors with which they contend? (c) How does the micro-identity of these teachers change as a result of stress, and what are the potential choices that follow? Results and findings indicated that Head Start teachers experience (1) stress as reality, (2) stress-shaped identities, and (3) identity-mediated choice. Implications and insights are discussed. Supplementary Information: The online version contains supplementary material available at 10.1007/s10643-023-01468-w.

Self-Efficacy, Coping Strategies and Quality of Life among Patients with Chronic Hepatitis B.

This study aimed to examine the relationships of self-efficacy, coping strategies, and quality of life (QoL) among patients with chronic hepatitis B and to explore whether coping strategies play a mediating role. In this cross-sectional study, 193 patients with chronic hepatitis B from two tertiary hospitals were recruited. Data were collected using a self-report questionnaire. The results indicated that physical and mental QoL were positively associated with self-efficacy and negatively associated with resignation coping. Moreover, resignation coping partially mediated the relationship between self-efficacy and physical and mental QoL. Our findings indicated that healthcare providers can enhance self-efficacy with an emphasis on reducing the use of resignation coping to better improve QoL among patients with chronic hepatitis B.

A Movement to Redefine our Relationship With Work.

The Great Resignation ushered in a new world of work and fostered the growth of Quiet Quitting. Employers stand at a crossroads: Meet this moment head-on or risk losing the best and brightest. How we address this new dynamic will influence the way we work for years to come.

On the lowest rung of the ladder: How social exclusion, perceived economic inequality and stigma increase homeless people's resignation.

Despite the relevance of social exclusion and economic inequality for homelessness, empirical studies investigating how these issues relate to homeless people's psychological well-being are scarce. We aimed to fill this gap by conducting two quasi-experimental studies on homeless and non-homeless groups. The first study (N = 200) showed that homeless (vs. non-homeless) people presented higher levels of resignation, characterized by depression, alienation, helplessness, and unworthiness (Williams, 2009). The second study (N = 183) replicated the findings from Study 1 and showed that perceived economic inequality could increase homeless people's resignation by emphasizing perceptions of social exclusion. Additional analyses found that identification with the stigmatized homeless group could mediate the relationship between perceived inequality and social exclusion, increasing the resignation. Overall, the results showed that chronic social exclusion of homeless people is associated with higher levels of resignation. Moreover, they showed the role of perceived economic inequality and homeless group stigmatized identification as group-specific mechanisms favouring social exclusion and ultimately worsening psychological well-being.

The neurobiology of functional neurological disorders characterised by impaired awareness.

We review the neurobiology of Functional Neurological Disorders (FND), i.e., neurological disorders not explained by currently identifiable histopathological processes, in order to focus on those characterised by impaired awareness (functionally impaired awareness disorders, FIAD), and especially, on the paradigmatic case of Resignation Syndrome (RS). We thus provide an improved more integrated theory of FIAD, able to guide both research priorities and the diagnostic formulation of FIAD. We systematically address the diverse spectrum of clinical presentations of FND with impaired awareness, and offer a new framework for understanding FIAD. We find that unraveling the historical development of neurobiological theory of FIAD is of paramount importance for its current understanding. Then, we integrate contemporary clinical material in order to contextualise the neurobiology of FIAD within social, cultural, and psychological perspectives. We thus review neuro-computational insights in FND in general, to arrive at a more coherent account of FIAD. FIAD may be based on maladaptive predictive coding, shaped by stress, attention, uncertainty, and, ultimately, neurally encoded beliefs and their updates. We also critically appraise arguments in support of and against such Bayesian models. Finally, we discuss implications of our theoretical account and provide pointers towards an improved clinical diagnostic formulation of FIAD. We suggest directions for future research towards a more unified theory on which future interventions and management strategies could be based, as effective treatments and clinical trial evidence remain limited.

Boris Johnson: the moral case for government resignations in July 2022.

Although comparatively rare, political resignations are essential for the health of democracy and political institutions. Protagonists risk their political careers when resigning but can hold governments to account and make real the Nolan principles of public life. In July 2022, an unprecedented 62 resignations ended Boris Johnson's time as British prime minister to be replaced first by Liz Truss and then, 44 days later, by Rishi Sunak, the second minister to resign. An inductive, qualitative, content analysis of the resignation letters elucidates the reasons for the resignations and highlights the ethical dilemmas that confronted would be resignees. Events lessened the effectiveness of government, triggered fears for the electoral prospects of the Conservative Party and separately challenged individuals' personal integrity. Considerations that prevented resignees acting earlier-promises that things would change, competing loyalties, fear of reprisal, love of job, attachment to status and allegiance to ideological faction-may partially explain why much of government remained in post in July.

Self-revocation of nurse licences in Finland - nursing response to deteriorating workplace and patient safety: Implications for future nursing action.

AIM: To communicate trends in nurse licence revocation in Finland and examine policies and legislation that have implications for future nursing responses to workplace hazards. BACKGROUND: The causes of the shortage of nurses working in Finland are multifactorial and complex. Nurses are joining trade unions and taking industrial action in response to the devaluation of their profession and the underpayment of nurses during the pandemic. The Health Care Professions Act in Finland allows nurses to apply voluntarily to withdraw or revoke their licence using online digital tools - and many are doing so as a last resort. DISCUSSION: A declining nursing workforce is anticipated, with retiree trends increasing while nurse recruitment decreases over the next few decades. Nurses' remuneration and working conditions have suffered during the pandemic, and industrial actions organised by trade unions that include nurses have advocated for the policy and decision-making process to improve, but with mixed results. The process of how legislation enables licence revocation in Finland is essential to understanding this new phenomenon. CONCLUSION: Advocacy for nurses, who are disadvantaged within the current pandemic emergency response policy environment, is needed across every nursing context and every career stage. Without support, nurses confronted with precarious working conditions are more likely to draw attention to their plight by using recent legislation to revoke their nursing licences voluntarily. A revocation may be temporary or permanent. Nurses need advocates and mentors to address attrition issues around the voluntary withdrawal of licences. The situation in Finland offers trade unions and nursing associations an opportunity to validate their existence in society. IMPLICATIONS FOR NURSING PRACTICE: Public displays of distress about the political undervaluing of the nursing profession discourage applications to study nursing and pursue a nursing career or remain in the nursing profession. International experience tells us that when proficient nurses exit the profession, the level of patient safety and health benefits and national productivity suffer. IMPLICATIONS FOR NURSING POLICY: Finland's Nursing Act is an aspect of policy that needs exploring and the basis for amending policies to enable collective bargaining agreements to protect the rights and future of nurses. Reactive policies for recruiting foreign nurses to bolster a failed domestic nursing workforce policy have their own problems. These policy issues reflect the problems facing nurses worldwide.