scholarly journals Retention and Resignation of Nurses in Government Hospitals of Cebu City, Cebu, Philippines

2020 ◽  
Author(s):  
Russel C. Potot ◽  
Mauro Allan Padua Amparado
Keyword(s):  
Labor Market ◽  
Work Experience ◽  
Master's Degree ◽  
Staff Nurses ◽  
Organizational Factor ◽  
Government Hospitals ◽  
The Status ◽  
Chief Nurses ◽  
Old Females ◽  
Market Factor

This study determined the status of the retention and resignation of nurses in government hospitals of Cebu City, Cebu for calendar year 2004-2007. The findings of which were used as bases for recommendations. Further, it answered the following questions:1.What are the individual factors that have influenced the retention and resignation of nurses in terms of:1.1.age;1.2.gender;1.3.length of service;1.4.educational qualification;1.5.tenure;1.6.designation/position; and1.7.salary?2.What factors have influenced the retention and resignation of nurses as perceived by the chief nurses in terms of:2.1.organizational factor;2.2.economic-labor market factor?3.What work retention strategies can be proposed based on the findings of the study?This study utilized the descriptive design. This qualitative study determined the status of the retention and resignation of nurses in government hospitals in Cebu City, Cebu. Further, it determined the factors that have influenced the retention and resignation of nurses as perceived by the chief nurses in terms of organizational factor and economic-labor factor. The study includes three hospitals: Cebu City Medical Center; St. Anthony Mother and Child Hospital; and Vicente Sotto Memorial Medical Center.Majority of the retained nurses were 21-27 years old, females, with less than a year work experience, without master’s degree units taken, still in contractual status, all functioned as staff nurses, and with a salary range of 6,000 to 8,000 Philippine pesos. Majority of the resigned nurses were 21-27 years old, females, with less than 1-2 year work experience, without master’s degree units taken, regular status, all functioned as staff nurses, and with a salary range of 8,000 to 10,000 Philippine pesos.In the aspect of organizational factor, the chief nurses perceived that the philosophy, vision-mission, goals, objectives, and values formation were discussed with the employees during the orientation. On the other hand, policies in the hospital were reviewed and updated regularly, and disseminated to the areas for uniformity. In terms of dealing with religious obligations of nurses, practices of employees were considered and given importance, thus they were involved in activities such as Eucharistic celebrations.With regards to the process of promotion to higher position, all nurses had to pass the qualifications from the duly appointed selection of the hospitals before they will be awarded with a promotion. In terms of the job description and scope of nurses’ job, these are discussed to every staff during the orientation. Pertaining to how often the chief nurse conduct rounds and surveys in the ward, they do this from time to time. To manage errors committed by the nurses in the wards, they conduct thorough investigation in order to correct the error. In relation to the rotation of nurses to different wards/areas, they do rotations of staff nurses to different areas every 3 months.In the aspect of economic-labor market factor, the chief nurses perceived the regularization process of every nursing staff was decided by the performance evaluation board or the appointing officer. For the hiring process, the chief nurses usually post the vacancies. They were tasked to do the preliminary screening, and they forward the recommendation to their appointing officer. With regards to the handling of advertisements for vacancies and promotion of their institution, they use the newspapers and radios to inform the public.

Evaluating the return on religious capital in the Russian labor market

2020 ◽  
Vol 19 (9) ◽  
pp. 1671-1694
Author(s):  
R.M. Mel'nikov
Keyword(s):  
Labor Market ◽  
Religious Identity ◽  
Work Experience ◽  
Church Attendance ◽  
Satisfaction With Life ◽  
Positive Impact ◽  
Religious Commitment ◽  
Religious Faith ◽  
Religious Capital ◽  
The Impact

Subject. The article addresses the impact of religious confession on wages and the likelihood of unemployment in Russia. Objectives. The aim is to test the hypothesis that religious faith and high church attendance are accompanied by an increase in employment earnings. Methods. Using the Russian Longitudinal Monitoring Survey data, I estimate the Mincer's extended equation with variables that characterize the respondent’s religious commitment. To assess the impact of religious identity and the activity rate of attendance at religious services on the likelihood of unemployment and life satisfaction, I use probit models. Results. The estimates demonstrate that the Russian labor market rewards men with moderate and high degree of religious commitment; their wage growth reaches seventeen percent of the level of non-believers with comparable education and work experience. However, faithful Muslim women are employed in the lowest paid areas. Religious faith and regular church attendance have a positive effect on satisfaction with life (significant for Orthodox Christian women). Conclusions. Positive impact of religious capital on income and employment can be attributed to the development of business qualities that are rewarded in the labor market, the mutual support of religious network participants. Therefore, it possible to consider religious capital, along with educational capital and health capital, as a component of human capital and a factor of socio-economic development.

scholarly journals A Comprehensive Study on University Students’ Perceived Employability: Comparative Effects of Personal and Contextual Factors

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110361
Author(s):  
Meriç Ergün ◽  
Harun Şeşen
Keyword(s):  
Labor Market ◽  
University Students ◽  
Work Experience ◽  
Contextual Factors ◽  
Hierarchical Regression ◽  
Teaching Staff ◽  
Ministry Of Education ◽  
Positive Effects ◽  
Perceived Employability ◽  
Contextual Determinants

This study aimed to investigate the personal and contextual determinants affecting the employability perception of university students using a comprehensive model, and to compare the effects of these determinants with each other. The sample consisted of 463 university students from Turkish universities in İstanbul. Following explanatory and confirmatory analyses, the study variables were tested via hierarchical regression analysis. Across all variables, generic skills, academic performance, personal circumstances, and external labor market had significant and positive effects on the perception of employability, while students’ work experience and the contribution of university and consultants did not. The external labor market was identified as the strongest determinant of employability, and contextual factors were identified as having a stronger influence than personal ones. The results present a number of suggestions for stakeholders—including the Ministry of Education, university administrations, teaching staff, employers, students, families, media, and graduates—vis-à-vis perceived employability.

Effectiveness of Lecture cum demonstration on Knowledge and practice regarding Intravenous cannulation among staff nurses working in selected hospital

2021 ◽  
pp. 275-282
Author(s):  
Patricia Reddy ◽  
Ancy Ramesh
Keyword(s):  
Work Experience ◽  
Demographic Variable ◽  
Knowledge Score ◽  
Staff Nurses ◽  
Medical Procedure ◽  
Success Rates ◽  
Post Test ◽  
Level Of Knowledge ◽  
The Mean ◽  
Knowledge And Practice

Background: The skill of intravenous cannulation must be practiced regularly to maintain a high level of competency. This is important to gain quick and efficient intravenous access in populations when required. The insertion of intravenous catheters into peripheral veins is probably the most commonly performed invasive medical procedure in hospitals. This procedure could be difficult sometimes requiring several attempts and causing distress to patients. The high success rates of nurses in intravenous cannulation have been due to the frequent performance of intravenous cannulation Objectives: 1. To assess the existing knowledge regarding intravenous cannulation among staff nurses working in selected hospital. 2. To observe the existing practice regarding intravenous cannulation among nurses. 3. To assess the effectiveness of lecture cum demonstration regarding Intravenous cannulation among staff nurses. 4. To observe the practice of staff nurses regarding intravenous cannulation after lecture cum demonstration. 5. To correlate the knowledge and practice of staff nurses regarding intravenous cannulation .Methodology: Pre experimental one group pre test post test design. Material: Structured knowledge questionnaire and Observational checklist adopted as per WHO guidelines.Sample size: 60. Result: Among the 60 samples, according to age, 39(65%)of subjects were of 21-30 years of age, 14(23.33%) were of 31-40 years, 7(11.67%) were of 41-50 years and no subjects were above 50 yearsAccording to the educational qualification, 38(58.33%) of the subjects were with the qualification of general nurse midwives, 12(20%) were B.sc nursing, 13(21.67%) were PB.B.sc Nursing.Majority of the subjects 45% have work experience of less than 2 years, 23.33% have 3-5 years, 20% have 6-8 years and 11.67% of them have work experience of more than 8 years In relation to area of work, 26.67% of the subjects each were from the Medicine ward and surgical ward, 21.66%were from Intensive care unit and 25% of them were from Casualty/Emergency ward. post test majority of the subjects gained Knowledge regarding intravenous cannulation. 34 (56.67%) subjects had good level of Knowledge score and 23(43.33%) subjects had average level of Knowledge. None of the samples have poor level of Knowledge. the post test the findings shows that 57(95%) subjects had satisfactory level of practice whereas only 3(5%) of subjects had unsatisfactory level of practice. The mean pretest knowledge score was 15.28 and post test knowledge score was 26.58. The mean practice score 7.61 and posttest practice score was 13.76. Student’s paired ‘t’ test is applied at 5% level of significance and The calculated‘t’ value for overall knowledge score of subjects was 35.51 and the calculated ‘t’ value for overall practice score of subjects was 23.44 that statistically interpreted that the lecture cum demonstration regarding intravenous cannulation was effective in increasing the Knowledge and practice of subject. There was significant association between selected demographic variable of year of experience with their pretest knowledge, whereas other demographic variables are not significantly associated.The correlation coefficient of post test knowledge and post test practice score was ‘r’ 0.21, which is indicates a positive correlation. Conclusion: The knowledge of the target population was significantly increased, and there was significant improvement in the level of practice after receiving lecture cum demonstration regarding intravenous cannulation. The improvement in knowledge and practice was found in all subjects irrespective of their demographic variable

scholarly journals THE PROBLEMS OF YOUTH EMPLOYMENT AND WAYS TO SOLVE THEM: DOMESTIC AND FOREIGN EXPERIENCE

2020 ◽  
Vol 11 (87) ◽  
Author(s):  
Ksenia Bondarevskaya ◽  
◽  
Mariia Kalinina ◽  
Mariia Septa ◽  
◽  
...  
Keyword(s):  
Labor Market ◽  
Young People ◽  
Work Experience ◽  
Career Guidance ◽  
Youth Employment ◽  
Large Set ◽  
Negative Consequences ◽  
Decent Work ◽  
Industrial Enterprises ◽  
State Education

The article considers the main trends of youth employment in the labor market in modern realities. As a result of the study, a statistic alanalysis of economic and social indicators for young people in Ukraine and the relationship with world indicators was conducted. The main recommendations for an effective national policy on this issue were also made. The most important factors influencing youth employment are the state, education and labor market conditions. It is the balance of these factors that will solve the problem of youth employment. Among the main causes of youth unemployment are the following: the growth in the total number of unemployed; the bankruptcy of a significant part of public and private enterprises; the focus of industrial enterprises on self-preservation and survival, rather than the development and expansion of production; the lack of young people with sufficient experience, in connection with which they are finally hired in the presence of vacancies, and the first to reduce when production is reduced; insufficient development of career guidance work with young people in the senior classes of the school; the increase in the structure of labor supply of the share of persons who do not have professions (foreign citizens) and decrease in the prestige of working professions; weak interest of employers in advanced training and retraining of working professionals. The ways of effectively solving this issue are: reforming the education system, encouraging young people to find employment at the educational stage, and providing benefits to enterprises that employ young people. Attention should also be paid to student internships. The other possible way to overcome the problem is studying the experience of other countries. The problem of youth employment is becoming a challenge for the economies of many countries. It is common not only in Eastern Europe, but also in many developing countries. Young people are a vulnerable category of the workforce due to a large set of factors, including: incorrectly chosen specialty, lack of work experience, inflated demands of young people for the future workplace. If you do not pay enough attention to this problem, it can cause many negative consequences. It should be noted that the UN Sustainable Development Goals include the promotion of progressive, inclusive and sustainable economic growth, full and productive employment and decent work for all, including young people.

scholarly journals Pay Transparency and Labor Market Justice

2021 ◽  
Vol 37 (2) ◽  
pp. 27-36
Author(s):  
Daniel Halliday
Keyword(s):  
Labor Market ◽  
Personal Autonomy ◽  
Tax Compliance ◽  
Equilibrium Price ◽  
Labour Markets ◽  
The Status ◽  
The Ideal

I argue that a general initial case for pay transparency can be made given the role played by transparency of information about prices in bringing markets closer to the ideal of competition or equilibrium price. This initial case might then be limited or enhanced depending on more specific considerations about the status of information about pay in particular. Privacy considerations seem to count against pay transparency, but I argue here that the context of pay information lacks some features present in other contexts in which appeals to privacy have force. Building on work by Estlund, Moriarty, Caulfield, and others, I argue that pay transparency may be favoured by considerations relating to personal autonomy in labour markets. Finally, I argue that pay transparency may contribute towards the realization of conditions of publicity, particularly relating to the value of citizens’ assurance about each other’s tax compliance.

Labor market of single-industry cities: modern realities

2020 ◽  
pp. 16-23
Author(s):  
Anastasia Grigorievna Vasilieva
Keyword(s):  
Labor Market ◽  
Emerging Markets ◽  
The Other ◽  
Urban Settlement ◽  
Status And Trends ◽  
Single Industry ◽  
The Status ◽  
The Russian Federation ◽  
The One ◽  
Chelyabinsk Region

The article presents the results of the investigation of a system of criteria that reflect economic content of the concept of «single-industry city» and take into account, on the one hand, the change in their role in the system of urban settlement and, on the other hand, the specific conditions and challenges of urban development in emerging markets; the outcomes of the approbation of the criteria identified for assessing the status and trends of the labor market of single-industry cities in Chelyabinsk region of the Russian Federation are presented.

The Influence of Legal Status on the Labor Market Impact of Immigration

1985 ◽  
Vol 19 (2) ◽  
pp. 220-238 ◽  
Author(s):  
Thomas Bailey
Keyword(s):  
Labor Market ◽  
Theoretical Analysis ◽  
Legal Status ◽  
Institutional Arrangements ◽  
Undocumented Workers ◽  
Total Size ◽  
Wage Rates ◽  
The Status ◽  
Market Wage ◽  
Resident Aliens

This article explores the labor market changes that would take place as a result of an amnesty that would regularize the status of undocumented workers without changing the total size of the alien workforce. The theoretical analysis suggests that the influence of legal status on market wage rates and on minimum wage enforcement is weak and that to the extent that there is an effect, it depends on particular institutional arrangements. Although data are not adequate for a definite measurement of these effects, those data that are available support this conclusion. It does appear that the presence of undocumented as opposed to resident aliens can weaken union organizing efforts.

scholarly journals A Study on Contributing Factors of Nurses Migration to Overseas among the Staff Nurses Working In Selected Hospital at Mangalore

2018 ◽  
Vol 08 (04) ◽  
pp. 003-006
Author(s):  
Harit Philip ◽  
Bindhu P P. ◽  
Aswathi Babu ◽  
Elveera Cutinha ◽  
Jeena Joseph ◽  
...  
Keyword(s):  
Health Care ◽  
Work Experience ◽  
Sampling Technique ◽  
Vital Role ◽  
Staff Nurses ◽  
Professional Skill ◽  
Contributing Factors ◽  
College Hospital ◽  
Medical College ◽  
Additional Payment

AbstractNurses are the backbone of the health care sector. They have a vital role in the patient care as well as in the maintenance of standards in their profession. A significant shortage exists in India where nurses are migrating to other countries due to various reasons. This is important globally because countries with the lowest nursing and health care workforce capacities have the poorest health outcomes. Objective: To find the contributing factors for nurses migration to overseas among the staff nurses' Materials and Methods: A descriptive approach was adopted for this study. The study was conducted in Father Muller Medical College Hospital at Mangaluru. The study sample was 103 staff nurses'. A baseline proforma and a checklist were used to collect the data to assess the contributing factors of nurses' migration to overseas. The subjects were selected by using convenient random sampling technique. Results: The data in the present study revealed that, staff nurses 71.84% were between the age group of 21-25 years. Most (88.35%) of the subjects were females. Majorities (82.53%) of the subjects were single. 90.30% of the subjects belong to Christian religion and rest of them belongs to Hindu religion. Proportionately (67.97%) of the subjects who participated were had the qualification of B.Sc (N). Quiet a more number of staff Nurses' (78.64%) was having the work experience between 1- 3 years. The data from the checklist of contributing factors revealed that the majority (95.14%) of them said that less salary in India is the major contributing factor for migration. The second reason given by the subjects was better employment opportunity (92.23%). The third most reason indicated by the subject was the opportunity to improve the professional skill and practice in abroad (92.21%). The marriage as a contributing factor to migrate was least by only (25.24%). The next least was additional payment for extra hours (45.63%). Interpretation and conclusion: After conducting the study the result showed that, The main contributing factors of nurses migration are less salary in India (95.14%), Better employment opportunities in abroad (92.23%) and the opportunity to improve the professional skill and practice in abroad (92.21%). Also we found that there is no specific contributing factor rather they had variety of contributing factors which influences the nurses for migration.

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