Veterans Should Be Included Too

The transitioning of veterans from the military world to the civilian world and by extension the civilian workforce is a critical career transition. Despite their motivation and resilience, veterans still encounter a multiplicity of challenges when transitioning to the civilian workforce, which quite often has a rippling impact on their attainment of employment, job retention, and career development within the civilian sector. An added layer to the transitional challenge for veterans is organizational resistance to promote diversity and inclusion policies and practices, specifically regarding veterans. On this premise, this chapter aims to: 1) Discuss the transitional challenges of veterans to the civilian workforce and 2) Provide implementation strategies at an organizational level to promote diversity and inclusion, specifically regarding veterans.

Relationship between Health Educators’ Variables and Retention in Public Secondary Schools in Delta and Edo States

This study was undertaken to investigate relationship between health educators’ variables and job retention in public secondary schools in Delta and Edo states. The study employed correlational design. The population was 1122 principals and health educators’ in public secondary schools in Delta and Edo States. The population includes 469 principals and 215 health educators ’ in public secondary schools in Delta State and 259 principals and 179 health educators ’ in public secondary schools in Edo State. The researcher sampled 364 (50%) principals and the entire 394 health educators’ in public secondary schools in Delta and Edo States. The stratified random sampling technique was utilised to choose 50 % of principals in the two states that were used in the study. The instrument for the study was a questionnaire titled Health Educators’ Variables and Retention in Public Secondary Schools Questionnaire (HEVRPSSQ). Pearson Product Moment Correlational Coefficient (r) was used to establish the reliability of the questionnaire. Overall coefficient of the whole test value of Pearson Product Moment Correlational Coefficient (r) was 0 .79. Items on the questionnaire were scored by means of the four points scoring scale of Strongly Agree (4 points), Agree (3 points), Disagree (2 points) and Strongly Disagree (1 point). Out of the entire copies of 746questionnaires administered, 1,197 copies were retrieved. Principals were 359 and health educators’ were 387. Mean rating and standard deviation were utilised to answer the three research questions. Pearson Product Moment Correlational Coefficient (r) was utilised to test the three null hypotheses formulated to guide the study at 0.05 levels of significance. Findings showed that work load, class sise with health educators’ retention negatively in public secondary schools in Delta and Edo States. Supportive principals with health educators’ retention positively in public secondary schools in Delta and Edo States. There was a significant relationship among work load, class size, supportive principals and job retention in public secondary schools in Delta and Edo States. It was concluded in the study that work load, class size negatively relate with health educators ’ retention in public secondary schools in Delta and Edo States was low as the ratings were low. Supportive principals negatively relate with health educators’ retention in public secondary schools in Delta and Edo States was high as the ratings were high. It was recommended in the study that work load should be organised for health educators in public secondary schools in Delta and Edo States to enhance their’ retention, class size should be well stated to enhance health educators’ retention in public secondary schools in Delta and Edo States and competent mentors should be used in work load plans for health educators to enhance their retention in teaching in public secondary schools in Delta and Edo States.

BUSINESS REVENUE AND JOB RETENTION DURING COVID-19 CRISIS IN MANUFACTURING SECTOR IN SERBIA

Manufacturing companies in the Republic of Serbia had to react quickly to the changed business conditions during Covid-19 crisis, in order to adjust their businesses, as well as working conditions to the new circumstances. Since most of the employees in these companies cannot work remotely, maintaining production processes was challenged due to the restrictions imposed by the state and decreased demand for their products. New dynamic environment influenced differently various segments of manufacturing companies’ businesses, which affected companies’ business revenue and number and structure of its employees. This paper investigates the impact of Covid-19 on the manufacturing companies’ business revenue, and subsequently their employees and job retention schemes. It further explores the possibilities of effective crisis management in the Republic of Serbia, as well as readiness of manufacturing companies’ employees and management to adapt to the new working environment caused by the Covid-19 pandemic, in order to lessen its impact on the companies’ performance and profitability.

The Work Ability of People with Mental Illnesses: A Conceptual Analysis

Continuous employment is an important goal for many people with mental illnesses. However, job retention and absenteeism remain significant problems that deter their attempts at gaining financial independence, expanding interpersonal relationships, and developing self-esteem. Although there is consensus on the necessity of their proactive treatment and social participation, such support is currently underwhelming. Therefore, this study analyzes the conceptual framework for work ability of people with mental illnesses. We performed our investigations using Rodgers’ evolutionary conceptual analysis, targeting literature published from 1978 to 2020. Our search yielded 1420 articles in the Scopus inventory and 199 in PubMed. After exclusions, 13 articles remained. Using the same keywords in Google Scholar, we included 31 articles in our analysis. The attributes of work ability included the ability to self-manage, adaptability, the ability to dedicate oneself to work, and the ability to formulate plans. These were developed through a reiterative process. This study notes the importance of adjusting the work environment according to the patients’ condition. Therefore, the ability to cope with stress and workload, as well as active self-adjustment, are crucial skills that nurses can help develop after assessing the patient’s daily life. Furthermore, they can foster multidisciplinary collaboration and follow-up systems after employment.

Validation of the Perceived Empathic and Social Self-Efficacy Scale: A Brief Report

Perceived empathic and social self-efficacy are required to strengthen interpersonal relationships and receive social support, which are crucial for community participation, employment, and job retention of people with disabilities. This study investigated the factor structure and related psychometric properties of an instrument used to measure these two constructs among people with disabilities. Results confirmed the two-factor measurement structure, the Perceived Empathic Self-Efficacy and the Perceived Social Self-Efficacy factors. This scale can be used by rehabilitation professionals to assess vocational rehabilitation (VR) consumers’ perceived levels of empathic and social self-efficacy. It can also be used by researchers as an outcome measure to evaluate the effectiveness of social skills training interventions for VR consumers.

Organisational and relational factors that influence return to work and job retention: The contribution of activity ergonomics

BACKGROUND: Work is a determinant of employee health, and the same conditions that contribute to an illness do not favour return to work; consequently, they hinder job retention, other employees can become ill and new leaves are generated. OBJECTIVE: To analyse the nursing technicians work in intensive and semi-intensive care units (ICUs and SICUs) and discussed the influence of organisational and relational factors on return to work and job retention. This study also discusses the contributions of activity ergonomics to these processes. METHOD: Qualitative case study based on ergonomic work analysis (EWA). Data were collected using documentary analyses, and global, systematic, and participant observations involving nursing technicians working in ICUs and SICUs. RESULTS: Task planning and the staff size adjustment to respond to the work demands of these units were ineffective in real-world situations and were aggravated by cases of absenteeism, medical leave, and employees returning to work. CONCLUSIONS: Work structure limits return to work and job retention. An EWA based on the activities developed by professionals is a valid tool for understanding working processes by applying transforming actions to real-world work situations.