Protecting those who protect nature by supporting conservationists’ mental wellbeing

Biodiversity conservation work can be challenging but rewarding, with potential consequences for conservationists’ mental health. Yet, little is known about patterns of mental health among conservationists and its associated protective and risk factors. A better understanding can help improve working conditions, supporting conservationists’ job satisfaction, productivity, and engagement, while reducing costs from staff turnover, absenteeism, and presenteeism. We surveyed 2311 conservationists across 143 countries, asking about experiences of psychological distress, personal characteristics, and workplace conditions. Moderate or severe distress was reported by 27.8%. Respondents with low dispositional and conservation-specific optimism, poor physical health, limited social support, women, and early-career professionals were most at risk. Heavy workload, job demands, and organisational instability were linked to higher distress, but job stability and satisfaction with one’s contributions to conservation were associated with lower distress. We suggest ways employers and others could support conservationists’ mental health and ability to tackle the global ecological crisis.

Impact of Leaser's Emotional Intelligence on Turnover Intention: a Mediation role of Organization Commitment

Objective - The study is aimed to examine the relationships between a leader's emotional intelligence (as perceived by nursing staff), organizational commitment, and turnover intention through empirical investigation across the service sector. Methodology/Technique - A total of 433 employees working in the healthcare sector were approached through probability sampling. A questionnaire-based survey was employed to conduct the responses. Two-stage approaches were applied using structural equation modelling. In the first stage, confirmatory factor analysis (CFA) was applied. Findings - The study tests the direct linkages between independent and dependent variables, and in the second-stage path, coefficients were examined. Third, affective and normative commitments were positively and significantly associated with nursing staff turnover intention; but study found no relation of continuance commitment with nursing staff turnover intention. Fourth, the study found that a leader's emotional intelligence (as perceived by nursing staff) was positively associated with organizational commitment, but negatively associated with turnover intention. The current study also confirmed the mediating role of organizational commitment between a leader's emotional intelligence and nursing staff turnover intention. Novelty - The study has practical and theoretical implications for HR managers to reduce employees' turnover intention. Limitations are also discussed. The study elucidates the importance of perceived organizational learning culture in enhancing job satisfaction, organization commitment and reducing turnover intention. Type of Paper - Empirical Keywords: Emotional intelligence, Organizational Commitments, Turnover Intention, Pakistani Healthcare Sector. JEL Classification: M00, M1, M12.

THE ROLE OF JOB CONTENTS ON ACADEMIC STAFF TURNOVER INTENTIONS AMONG UNIVERSITIES IN KENYA: A DEVELOPING COUNTRIES CONTEXT

Purpose: The purpose of this study was to assess the role of job contents on academic staff turnover intentions in Kenyan Universities Materials and Methods: The study was guided by a positivism research philosophy and a descriptive cross-sectional survey design was used. The study population was 17210 academic staff in chartered universities in Kenya from whom a sample of 364 academic staff was drawn. A multistage sampling technique was used. Data was collected using a structured questionnaire. Data were analysed using both descriptive and inferential statistics. The study findings were presented using tables, charts, and graphs. Results: The study found that the relationship between job contents and academic staff turnover intentions was negative and statistically significant The study concluded that the academic staff agreed that they were happy with work tasks, job contents, duties, responsibilities, achievement, success, recognition, job independence, autonomy, and status in the university and society. Employee satisfaction with job content leads to low turnover intentions. A unique contribution to theory, practice, and policy: The study findings validate Herzberg’s Two-Factor theory. Results indicate that the theory is applicable in the study of staff turnover intentions. In addition, the findings may in the future serve as a platform for additional studies in the same subject for other academics, students and researchers. Human Resource managers would benefit from the recommendations set out in this study to retain employees by understanding the role of job content in employee turnover.

Helping nurses help themselves with change

Change is an inevitable part of living. Some changes are embraced and others are rejected or resented. In the case of the latter, life can become difficult for staff members and those who work with them, especially if organisational change is challenging. This difficulty can lead to dissatisfaction with work, poor work performance, low morale and increased staff turnover. In order to help nurses understand the emotions surrounding change, this article looks at the Bridges Transition Model and Fisher's Personal Transition Curve. To help nurses better manage change when they are subject to it, four practical tools are explored that can be used to help individuals make change work for them.

Issues of pharmaceutical specialist admission to work

A study was carried out to identify differences in training of resident physicians in the specialties: Management and Economics of Pharmacy, Pharmaceutical Technology, Pharmaceutical Chemistry and Pharmacognosy and under the specialist’s program Pharmacy and to explore the possibilities of granting pharmacy workers the right to transit from one specialty to another without compulsory completion of residency. The urgency of this article is associated with a large number of issues that are being faced by pharmacists who transit from one specialty to another.An analysis of the age and occupational structure of pharmacists improving their qualifications (2300 people) was conducted in the Irkutsk region and the Trans-Baikal Territory. The results of the study showed that it seems like a good idea not to associate the transition from one specialty to another with the obligatory completion of residency, but to provide an admission to work as a pharmacist-technologist after initial accreditation, taking into account the specifics of the work of pharmaceutical specialists in pharmacies, the need to ensure the interchangeability of workers and reduce staff turnover without falling off in quality of work.

The Case of the United States (2)

Often when a problem is identified, it is quickly labeled and the process of looking for solutions starts. However, we should spend just as much time thinking about the problem itself. But what exactly should we focus on? Taking the time to think through and reframe problems leads to better problem-solving. The COVID-19 pandemic has been called a global crisis, and rightly so. Yet, there is something to be learned from framing it as a problem, or a series of problems, that provides us with an opportunity to look for different solutions. During the COVID-19 pandemic, many hospitals experienced staff turnover, and some nurses even left their jobs to become travel nurses. Clinical staffing challenges provide an example of how reframing may have led to better problem-solving.

Organizational Wellness and Macro Social Work Practice

The profession of social work increasingly experiences the damaging impact of professional burnout, staff turnover, and compromised services. Organizational wellness involves planful efforts to address these concerns and promote employee well-being. A rationale for organizational wellness is articulated, including its value for social work. The evolving paradigm of a holistic, systemic approach to organizational wellness is then discussed. Next, how social work is ideally situated to lead organizational wellness efforts is detailed as an arena of macro practice and as providing a framework for designing and developing an organizational wellness culture. Using social work competencies, social workers can use this framework to provide leadership in conceptualizing, planning, implementing, evaluating, and sustaining organizational wellness. Further critical considerations underscore how this leadership promotes the profession’s mission, supports the profession’s viability, and establishes a vital arena for ongoing macro practice.

DEVELOPMENT OF UZBEK THEATER ARTIN THE HISTORICAL AND THEORETICAL ASPECT

The article provides a scientific analysis of the difficult financial situation of the theaters of Uzbekistan in recent years in the post-Soviet space, a sharp decline in the quality of stage performances, staff turnover, as well as changes in the theaters of the republic during the period of perestroika. Although the strategy “Main Directions of Theatrical Development and Reconstruction of Theater Creativity in Uzbekistan” is well thought out, in practice it has undergone critical scrutiny based on the sources from which most theaters operate in the old way. It is scientifically substantiated that radical changes in the theatrical art began to take place only in the period of independence. This process is analyzed on the basis of laws, decrees, decisions taken at the state level