Recruiting Resident Participants from Nursing Homes During the COVID Pandemic: Challenges and Solutions

Recruiting nursing home residents as participants in research is challenging. In early 2021, Covid-19 cases rose rapidly in nursing homes, prompting the rapid deployment of infectious disease protocols and ultimately, facility lockdowns to control the spread of the virus. By September, 2020, many research projects were delayed or cancelled, and future research was jeopardized. During this period, as well as prior to and after the administration of the COVID vaccine, we enrolled residents in a complex protocol involving administration of two Shingles vaccines (0- and 90 days) and three separate blood samples. Here, we present the strategies we used to recruit 216 residents, from 23 homes, over a 9-month period. We faced many challenges. Our research staff faced weekly COVID-19 antigen tests prior to entering the facility, adhering to strict protocols on travel, as well as packaging of materials that entered and left the facility. N95 masks and face shields further made it difficult to communicate with residents. For homes, COVID protocols required residents to be transported to specified areas to meet with research staff. Daily monitoring of COVID and Shingrix vaccine symptoms became part of daily care. To minimize resident harm and interruption of workflow in nursing homes, we utilized principles of stakeholder engagement, healthcare leadership, infectious disease/immunology, and staff (research and nursing homes) empowerment. In the face of crisis, like the COVID-19 pandemic, we have gained the trust and commitment of these facilities; thus, establishing a sustainable partnership that is prepared for what comes next.

Stress in the nursing staff: first aid, assessment of causes and nature of stress, management methods

The aim of the study occupational stress in nurses and develop a program for coping with occupational stress in nurses. In modern conditions, a clearly expressed need for fundamental and applied knowledge about the essence, development and ways of preventing occupational stress has formed in society. The solution to the problem under consideration can help to overcome the difficulties that have emerged in connection with the need to manage stress in the organizational environment. Results. The concept of «stress» is disclosed, the causes of the onset and stages of development of stress, as well as its consequences, are determined. The concept of «professional stress» and the peculiarities of its development among nursing staff have been studied. Conclusion. A detailed disclosure of material on this topic will allow the healthcare professional to overcome stress among the nursing staff. Research materials can be used in the training, retraining and advanced training of nurses; when conducting individual consultations with teachers, parents and students of medical schools and universities; when conducting personality-oriented trainings.

Connecting research and teaching through the creation of a staff research lab: A case history

In this article, I share my experience and my attempt to meet the teaching-research nexus challenge through the creation of a “staff research lab,” to engage my students with my research activities. I do this by presenting a short case history recounting the creation of the lab, its impact on students’ experience and my own.

Partnership values: An evaluation of student-staff research projects at a UK higher education institution

This research study contributes to understandings of partnership approaches through an evaluation of a number of student-staff research partnership projects that took place across one higher education institution. Drawing on data from semi-structured interviews with both the staff and students involved in the twenty research projects, our data were analysed to surface the underpinning values that informed the partnership process. As a result, this article offers an opportunity to evaluate partnership projects in context, as well as to explore how partnership may serve as a disruptive force in higher education. We conclude with a consideration of how investigating the ways in which students and staff conceptualise student-staff partnership can be valuable, and with recommendations for others considering similar partnership projects.

Transformational leadership and human capital within the disruptive business environment of academia

Purpose – The purpose of this paper is to examine the impact of transformational leadership on the cultivation of human capital in an academic setting from the perspective of university employees Design/methodology/approach – Quantitative data was collected from a range of staff working within three universities located in Jordan using an online questionnaire survey. The focus was on identifying which factors of transformational leadership were perceived as having the greatest potential contribution towards developing human capital and if there was a consensus amongst staff about these factors Results – 131 staff members submitted a completed questionnaire giving a response rate of 93%. Respondents generally had a good understanding of the concepts of human capital and transformational leadership, but the way in which transformational leadership was perceived to impact on human capital differed. Conclusion – Overall, the findings from the survey, consistent with other similar studies, confirmed that there was a correlation between transformational leadership and human capital in the context of academia from the perspective of staff. Research limitations/implications – The study confirms the need for leaders in academia to consider the leadership approach that is adopted to ensure that human capital, which is one of its main assets, is supported and developed appropriately Practical implications – The paper describes implications for leaders in higher education, as well as more broadly for educators who are attempting to develop human capital in their organisations Originality/value – This paper expands upon a developing field in leadership in higher education Keywords: Transformational Leadership; Human Capital; Academia; Disruptive Business Environment

ACADEMIC STAFF DEVELOPMENT PROGRAMME TO ENHANCE RESEARCH COMPETENCE: A CASE STUDY

Findings from this study include a summary of best practices in terms of Academic staff development programme (ASDP) to support the implementation of the Research modules to enhance the university teacher’s research competence. Mixed methods (qualitative and quantitative) approach and the case study were used to explore the problem, to find out the result of Research modules implementing into the practical space where university teachers had the opportunity to engage in active training. The authors highlighted general principles of active/ research-based learning in practical space training environments, focused specifically on the content of Research modules for lectures – Early-Stage Researchers, Doctoral candidates (Gr. A, the RM I); for PhDholders, professors, doctoral degree holders (Gr. B, the RM II). The teaching and learning strategies used in the modules were a combination of workshops, case studies, small group discussions, pair peer review and independent study including a literature review of relevant research. The research has shown that competency enhancement programme with Research modules is effective and crucial for developing Academic staff research competence at universities. The evaluation of competence research components has revealed the positive changes and confirmed the effectiveness of the Research modules. The programs of the Modules have effectively contributed to the development of Academic staff research competence. The proposed ASDP can be applied to other universities. Some recommendations for Academic staff developers, Curriculum development managers, coaches are suggested for consideration and using to support the professional development of academic and research staff.

Role of Financial Rewards in Enhancing Academic Staff Performance in Public Universities in Uganda

This article examined the financial reward practice implemented by universities to improve on the performance of lecturers in Uganda’s public universities. The main objectives of the research were to investigate the relationship between financial reward and teaching and research outputs of academic staff in selected public universities. A mixed method design using convergent parallel approach was employed to collect and analyse data obtained from the study. A sample of 299 participants was drawn from academic staff, directors of human resources, and Vice chancellors. Results indicated a weak positive relationship between financial reward and academic staff teaching output in public universities (r=0.282, p<0.01). There existed further a weak positive relationship between financial reward and academic staff research output (r=0.211, p<0.01). It would suffice to effect appropriate financial rewards to academic staff based on a living wage.

Challenges of Caring for an Acute Population in a Disaster

The U.S. Gulf Coast hurricanes of 2004-08 led to research and policy reports highlighting the need for more emergency preparation among nursing homes (NH). In 2016, the federal government issued final rules requiring Medicaid and Medicare providers to develop comprehensive preparedness plans. The state of Florida previously imposed its own long-term care (LTC) preparedness requirements. Hurricane Irma tested the readiness of LTC facilities that care for disabled and vulnerable residents. This research examined the experiences of NHs (N=30) affected by the hurricane through qualitative interviews with administrative staff. Research team members analyzed the transcripts, identified codes, and met to reach consensus on themes. Three major themes emerged, 1) managing the unexpected, including last-minute evacuation orders, 2) caring for vulnerable residents amid the crisis, and 3) the struggle of maintaining staff. Results suggest LTC preparation has increased but long-standing problems continue, including conflicts with emergency management priorities.