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Shrader, Russell. „Broadening Partner Benefits to Improve Recruitment and Retention among Lgbt Employees in United States Institutions of Higher Education“. Public Administration Quarterly 40, Nr. 1 (März 2016): 180–207. http://dx.doi.org/10.1177/073491491604000106.
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Many universities in the United States have responded to calls for incorporating the lesbian, gay, bisexual, transgender (LGBT) population into diversity management. universities, however. Universities that have lagged behind may face challenges recruiting LGBT employees. In contrast, There is notable variation in response across major public research Attraction-Selection-Attrition and Spiral of Silence theories suggest that organizations actively welcoming LGBT employees may improve employee recruitment and retention. Organizations may address LGBT employee needs through domestic partner benefits. Using semi-structured questionnaires with human resources personnel at several universities, this study examines how and why domestic partner benefits and alternatives affect recruitment and retention of LGBT employees in public organizations. Findings reveal that domestic partner benefits are important for successful LGBT recruitment and retention and may provide opportunities for improved voice. Soft benefit alternatives were found mainly at universities without domestic partner benefits and offered primarily as good will gestures. Theoretical and practical implications, including contemporary diversity management discussions and organizational performance, are discussed.
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Chante’ Miller, Olivia Patrice, und Regina Banks-Hall. „Human Capital Strategies to Reduce Employee Turnover in the Food Service and Automotive Industries“. International Journal of Business and Management Research 8, Nr. 3 (30.09.2020): 84–90. http://dx.doi.org/10.37391/ijbmr.080304.
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High voluntary employee turnover in service industries often exceeds 60%, negatively affecting profitability due to employee replacement costs. In studies conducted with multinational corporate leaders, they acknowledged a lack of business direction resulting in a 68% failure to implement organizational strategies. Through a multiple case study, we aimed to explore the human capital strategies utilized in the automotive and food service industries to reduce voluntary employee turnover. We analyzed the responses of twenty-four service leaders in the Eastern and Midwest regions of the United States through the process of compiling, disassembling, reassembling, interpreting, and concluding. Vroom’s expectancy theory and G.S. Becker’s human capital theory provided the conceptual framework for the study. Five emergent themes supported positive work relationships with employees through employee motivation, employee selection, and employee incentives: benchmarking, training, communication strategies, organizational change, and integrity. The results support employee development and improved corporate profitability, which increases competitive advantage and economic sustainability within the service industry.
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Adekanmbi, Foluso, und Wilfred Isioma Ukpere. „Stimulating creative behaviors in the work environment: influences of employee engagement, authentic leadership, and human capital factors on employee creativity“. EUREKA: Social and Humanities, Nr. 5 (30.09.2021): 24–33. http://dx.doi.org/10.21303/2504-5571.2021.001995.
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This paper investigates employee engagement, authentic leadership and human capital factors’ influences on the creative behaviors of bank employees within Nigeria’s banking industry. This investigation’s sample was taken from a selection of banks (Guarantee Trust Bank Plc, First Bank Plc, and United Bank For Africa Plc) across the Lagos and Ibadan cities of Lagos and Oyo States, Nigeria. This paper adopts a survey study approach, and questionnaires were randomly circulated. However, out of the 300 questionnaires distributed, 273 were fit to be used for the research and analyzed via statistical packages for social sciences (SPSS vs. 26). The current findings suggest that the younger the bank employees, the more creative they are. The higher their educational level and work experience, the more creative they are within Nigeria’s banking industry. The current investigation further established that employee engagement and authentic leadership significantly and positively influence creativity amongst employees within Nigeria’s banking industry. Therefore, the management of the Nigerian banks needs to consider spurring of employees’ sense of belonging and engagement to help stimulate and nurture their creativity. They should also consider essential authentic leadership training for their managers to help them discharge their leadership functions, related to the positive development of their subordinates’ creative behaviors and the human capital factors in stimulating employee creativity.
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Studdert, David M. „Direct Contracts, Data Sharing and Employee Risk Selection: New Stakes for Patient Privacy in Tomorrow's Health Insurance Markets“. American Journal of Law & Medicine 25, Nr. 2-3 (1999): 233–65. http://dx.doi.org/10.1017/s009885880001090x.
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The central storage and easy accessibility of computerized data vastly increase the potential for abuse of that information, and I am not prepared to say that future developments will not demonstrate the necessity of some curb on such technology.—Justice William BrennanIn the decades since the United States Supreme Court’s consideration of informational privacy inWhalen v. Roe, a couple of worthy candidates to fulfill Justice Brennan's premonition of “future developments” have emerged. One is the nature of information technology itself. Today, sensitive health care data are generated, stored, transferred, and deployed toward countless uses with astonishing facility. An inexorable shift toward computerized medical records and fully automated storage and transfer of patient information is well underway.
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Vietri, Jeffrey, Kelley Meyers, Christine Poulos, Erica Chilson, Carolyn Sweeney, Kimberly Davis und Vincenza Snow. „06. United States Healthcare Provider Preferences for Adult Pneumococcal Vaccine Recommendations“. Open Forum Infectious Diseases 8, Supplement_1 (01.11.2021): S127. http://dx.doi.org/10.1093/ofid/ofab466.209.
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Abstract Background Pneumococcal vaccine recommendations for US adults are complex, varying by age and underlying conditions, and include both 23-valent polysaccharide vaccine (PPSV23) and 13-valent pneumococcal conjugate vaccine. The Advisory Committee on Immunization Practices (ACIP) will vote on new recommendations in October after the 15- (PCV15) and 20-valent (PCV20) conjugate vaccines are approved. Stakeholder acceptability is part of ACIP’s evidence to recommendation framework, but few data are available on health care providers’ (HCPs) preferences for potential recommendations. Methods 752 HCPs (300 physicians, 150 nurse practitioners, 150 physician assistants, & 152 pharmacists) were surveyed. Object case best-worst scaling (BWS) was used to elicit preferences for hypothetical recommendations for 1) adults 19-64 years with chronic conditions and 2) immunocompetent adults ≥65 years. Presented recommendations included combinations of PCV15/PCV20 either as routine or after shared clinical decision making (SCDM), and PPSV23 as routine, SCDM, or no recommendation. Following BWS, HCPs were asked to assume ACIP was considering implementing both of their preferred recommendations for the age/risk groups. HCPs were then given the opportunity to change their selections and propose recommendations not included in the BWS exercise. Additional information was collected using conventional survey items. Results Routine use of higher-valent PCVs in sequence with PPSV23 was most often preferred for both adults 19-64 with chronic conditions (40%) and immunocompetent adults ≥65 (49%) when elicited separately for each age/risk group. Most respondents (63%) revised their recommendations after considering implementation, which resulted in most (59%) favoring recommendations harmonized across the age/risk groups, and 75% favoring routine use of PCV15 or PCV20 among immunocompetent adults ≥65. When asked directly, HCPs generally approved of the idea of simplifying adult pneumococcal vaccine recommendations, harmonizing the interval between vaccines, and lowering the cutoff for age-based recommendations below 65 years. Conclusion US HCPs generally prefer simplification of the adult pneumococcal recommendation, favoring broad routine use of both higher-valent PCVs and PPSV23. Disclosures Jeffrey Vietri, PhD, Pfizer Inc (Employee, Shareholder) Kelley Meyers, PhD, RTI Health Solutions (Independent Contractor) Christine Poulos, PhD, Pfizer Inc (Other Financial or Material Support, Employee of RTI-HS, which received funds from Pfizer to conduct the study) Erica Chilson, PharmD, Pfizer, Inc (Employee, Shareholder) Vincenza Snow, MD, Pfizer Vaccines (Employee)
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Karasek, Aneta. „The use of information technology in human resource management in American enterprises“. Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia 53, Nr. 2 (25.10.2019): 37. http://dx.doi.org/10.17951/h.2019.53.2.37-44.
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<p><strong>Theoretical background</strong>: The ongoing development of information technology (IT) has caused IT solutions to be increasingly applied in human resource management (HRM). The implementation of such solutions is highly advantageous to enterprises because they streamline the provision of services to job candidates and employees, and save time and money. This is particularly important for high-tech enterprises using the latest scientific and technological advances and innovative solutions.</p><p><strong>Purpose of the article</strong>: The objective of the study was to examine the use of IT tools in recruitment and selection, development and training, motivation, talent management and personnel services. Research methods: The research employed the case study method. Documentation analysis, interview techniques and observations were carried out in enterprises. The paper describes three case studies of high-tech companies headquartered in Silicon Valley in the United States.</p><p><strong>Main findings</strong>: High-tech enterprises in Silicon Valley deploy a wide range of IT tools for recruitment and selection, development and training, motivation, talent management and human resource (HR) services, thus supporting personnel management processes and increasing the efficiency of administrative tasks. The type and scope of the applied IT solutions depended on the size of the company. Large enterprises had a tendency to integrate specific tools used in HR processes into one employee management system. The research showed a number of advantages regarding IT tool implementation in HRM, such as improved HR management efficiency due to data integration, obtaining a better match between employee competences, their development capacities and company demands. Moreover, the use of IT tools increased employee engagement in the performance of tasks. The implementation of IT tools in HRM produces certain limitations since technologies can be static and information can be transferred in one direction only. Therefore, face-to-face relationships, opportunities for sharing opinions between employees and prospects for development are essential in enterprises because they impact employee engagement.</p>
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Sims, Kaitlyn M., Jeremy Foltz und Marin Elisabeth Skidmore. „Prisons and COVID-19 Spread in the United States“. American Journal of Public Health 111, Nr. 8 (August 2021): 1534–41. http://dx.doi.org/10.2105/ajph.2021.306352.
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Objectives. To empirically evaluate the relationship between presence of a state or federal prison and COVID-19 case and death counts. Methods. We merged data on locations of federal and state prisons and of local and county jails with daily case and death counts in the United States. We used a selection-on-observables design to estimate the correlation between prisons and COVID-19 spread, controlling for known correlates of COVID-19. Results. We found empirical evidence that the presence and capacities of prisons are strong correlates of county-level COVID-19 case counts. The presence of a state or federal prison in a county corresponded with a 9% increase in the COVID-19 case count during the first wave of the pandemic, ending July 1, 2020. Conclusions. Our results suggest that the public health implications of these facilities extend beyond the health of employees and incarcerated individuals, and policymakers should explicitly consider the public health concerns posed by these facilities when developing pandemic-response policy.
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Birkenbach, X. C., und A. Allan. „The application of a simplified model to assess the fairness of employee selection measures in a sample of white and coloured apprentices“. South African Journal of Business Management 19, Nr. 4 (31.12.1988): 170–74. http://dx.doi.org/10.4102/sajbm.v19i4.988.
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While the topic of fairness in personnel selection decisions has received a great deal of attention in the United States of America over the last two decades or so, little work has been done in South Africa in this regard. In view of the possible industrial relations implications of discrimination linked to test unfairness, research needs to be undertaken in this country to examine predictor-criterion relationships for the various race groups who make up the labour force. In the present study, a simplified approach for evaluating test fairness developed by Lawshe (1983) was tested in a sample of white and coloured apprentices. Four selection instruments were related to three criteria of job success. The results of the research seem to verify the results of studies conducted in America, namely, that little evidence has emerged supporting the concepts of differential validity and differential prediction of tests for different race groups. Future research should include samples consisting of black employees in order to compare their test and criterion profiles with those of persons from other racial groups.
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Brown, Thomas S., und Jerry Pardue. „Effectiveness of Personnel Selection Inventory in Reducing Drug Store Theft“. Psychological Reports 56, Nr. 3 (Juni 1985): 875–81. http://dx.doi.org/10.2466/pr0.1985.56.3.875.
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The Personnel Selection Inventory was introduced as a component of the preemployment hiring procedures by a major retail drug chain in the southeastern United States. In the 3-yr. period following, two major results occurred. There was a significant increase in the proportion of employees who passed their annual routine polygraph examination and shrinkage losses were reduced sufficiently to reflect a savings of over one million dollars for the chain.
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Jun, Hankyung. „Are the Self-Employed Mentally Healthier Than Salaried Workers? Evidence From Korea, Mexico, and the United States“. Innovation in Aging 4, Supplement_1 (01.12.2020): 40–41. http://dx.doi.org/10.1093/geroni/igaa057.132.
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Abstract Self-employed workers are often reported to have better health than salaried workers. Whether this is because self-employment has health benefits or healthier workers are self-employed is not clear. Self-employed workers may have higher job satisfaction due to higher levels of self-efficacy and autonomy, but may also experience higher job stress, uncertainty, and lack of health insurance leading to mental health problems. Self-employed workers in the U.S. may have different characteristics than those in Mexico and Korea given different working and living environments as well as different institutional arrangements. This study will examine the association between self-employment and mental and cognitive health for older adults in the U.S., Mexico, and South Korea. It uses harmonized panel data from the Health and Retirement Study, the Korean Longitudinal Study of Aging, and the Mexican Health and Aging Study. We compare the health and selection effect of self-employment using a pooled logistic model, fixed-effects model, and a bivariate probit model. In addition to comparing self-employed and salaried workers, we analyze differences between self-employed with and without employees. By using rich data and various models, we address reverse causality and estimate the relationship between self-employment and health. We show that the positive health effects of self-employed workers in the U.S. disappear once controlled for unobserved heterogeneity, indicating the possibility of healthier workers selecting into self-employment. Interestingly, for Korea and Mexico, healthier individuals seem to select into wage work which reflects the difference in working conditions across countries. Further analysis will show effects by business size.
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Rhody, Jim D., und Thomas Li-Ping Tang. „Learning from Japanese Transplants and American Corporations“. Public Personnel Management 24, Nr. 1 (März 1995): 19–32. http://dx.doi.org/10.1177/009102609502400102.
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In the past ten years, many Japanese manufacturers, especially automobile manufacturers, have opened plants in the United States. The Japanese have, in that time, increased their market share from one in five to nearly one in three cars that Americans drive. There are clear differences in Japanese and American business practices in the areas of organizational culture, leadership style, selection, training, employee attitudes, job satisfaction, and quality. American businesses must understand these differences and realize the most effective and efficient approach to produce goods and services that will fit in with our culture. The lessons we have learned from Japanese transplants and American corporations may have important implications to managers in public personnel management.
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Aiko, Asahi Hiroto. „The Interplay between Human Resource Strategies and Strategic Alignment: A Comprehensive Review of Conceptual and Empirical Literature in the United States“. Journal of Strategic Management 7, Nr. 5 (10.07.2023): 1–10. http://dx.doi.org/10.53819/81018102t4170.
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Strategic formulation involves senior managers evaluating the interaction between strategic factors and making strategic choices that guide managers to meet the organization’s goals. Some strategies are formulated at the corporate, business and specific functional levels. The term ‘strategic choice’ raises the question of who makes decisions and why they are made. The notion of strategic choice also draws attention to strategic management as a ‘political process’ whereby decisions and actions on issues are taken by a ‘power-dominant’ group of managers within the organization. Strategy implementation is an area of activity that focuses on the techniques used by managers to implement their strategies. Strategic human resource management involves a future-oriented process of developing and implementing HR programs that address and solve business problems and directly contribute to major long-term business objectives. HR management was once largely an administrative function focused on day-to-day responsibilities such as employee recruiting and selection and managing employee benefits. Changes in United States’ overall alignment policy – both the recalibration of its US-alliance relationship and its diversified strategic partnerships – cannot be separated from the larger question of foreign and security policy adaptation which has occurred since the end of the Cold War Keywords: Human, Resource, Strategic, Strategies, Realization, Fit
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Preib, Madison T., Alen Marijam, Fanny S. Mitrani-Gold, Daniel C. Gibbons, Xiaoxi Sun, Christopher Adams und Ashish V. Joshi. „1429. Real-World Study of Patients with Uncomplicated Urinary Tract Infection in the United States: High-Risk Comorbid Conditions and Burden of Illness“. Open Forum Infectious Diseases 8, Supplement_1 (01.11.2021): S796—S797. http://dx.doi.org/10.1093/ofid/ofab466.1621.
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Abstract Background Urinary tract infections (UTIs) are associated with significant morbidity and economic burden, particularly in the elderly and patients with comorbidities. We used real-world data (RWD) to assess healthcare resource use (HRU) and costs in patients with uncomplicated UTI (uUTI) and high-risk comorbid conditions in the US. Methods This was a retrospective cohort study (IBM MarketScan RWD, commercial/Medicare Supplemental claims January 1, 2014–December 31, 2017) of females ≥ 12 years of age with uUTI who had an oral antibiotic prescription ± 5 days of uUTI diagnosis (index date) and continuous health-plan enrollment for ≥ 1 year pre-/post index date. Five high-risk cohorts and matched-control cohorts (baseline age, region) were identified: controlled type 2 diabetes (T2D), mild/moderate chronic kidney disease (CKD), recurrent UTI (rUTI), elderly (ELD), and postmenopausal (PMP) (Table 1). Sample sizes were balanced via random match selection (1:5 case:control). uUTI-related HRU and costs were compared between cases and controls (index episode/1-year follow-up) using multivariable generalized linear models. Table 1. Cohort assignment for high-risk cohorts and controls Results Of 339,100 patients with uUTI, case/control cohorts comprised T2D, n=15,423/n=77,115; CKD, n=1041/n=5205; rUTI, n=7937/n=39,685; ELD, n=23,666/n=118,330; and PMP, n=105,608/n=211,216 patients. HRU trends across cohorts varied. During 1-year followup, outpatient visits were significantly different for cases versus controls in the T2D, rUTI, and PMP cohorts (p ≤ 0.0079), with higher case than control values in the rUTI and PMP cohorts; pharmacy claims were significantly higher for rUTI, ELD, and PMP cases, and inpatient visits were significantly higher for ELD and PMP cases, versus controls (all p < 0.0001; Table 2). Adjusted total uUTI-related costs (emergency room + outpatient + pharmacy) were significantly different (p < 0.0001) for cases versus controls at index episode and during follow-up in all cohorts except CKD: case values were higher than controls at index episode and during follow-up in the T2D cohort, and during follow-up in the rUTI and ELD cohorts (Table 3). Table 2. uUTI-related HRU* for cases versus controls according to high-risk cohort Table 3. uUTI-related costs* for cases versus controls according to high-risk cohort Conclusion Females in some high-risk case cohorts had higher uUTI-related HRU and costs versus controls. Further studies of relationships between comorbidities and uUTI burden are needed. Disclosures Madison T. Preib, MPH, STATinMED Research (Employee, Former employee of STATinMED Research, which received funding from GlaxoSmithKline plc. to conduct this study) Alen Marijam, MSc, GlaxoSmithKline plc. (Employee, Shareholder) Fanny S. Mitrani-Gold, MPH, GlaxoSmithKline plc. (Employee, Shareholder) Daniel C. Gibbons, PhD, GlaxoSmithKline plc. (Employee, Shareholder) Xiaoxi Sun, MA, STATinMED Research (Employee, Employee of STATinMED Research, which received funding from GlaxoSmithKline plc. to conduct this study) Christopher Adams, MPH, STATinMED Research (Employee, Employee of STATinMED Research, which received funding from GlaxoSmithKline plc. to conduct this study) Ashish V. Joshi, PhD, GlaxoSmithKline plc. (Employee, Shareholder)
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Lu, Yao, und Feng Hou. „Immigration System, Labor Market Structures, and Overeducation of High-Skilled Immigrants in the United States and Canada“. International Migration Review 54, Nr. 4 (30.01.2020): 1072–103. http://dx.doi.org/10.1177/0197918319901263.
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Why do high-skilled Canadian immigrants lag behind their US counterparts in labor-market outcomes, despite Canada’s merit-based immigration selection system and more integrative context? This article investigates a mismatch between immigrants’ education and occupations, operationalized by overeducation, as an explanation. Using comparable data and three measures of overeducation, we find that university-educated immigrant workers in Canada are consistently much more likely to be overeducated than their US peers and that the immigrant–native gap in the overeducation rate is remarkably higher in Canada than in the United States. This article further examines how the cross-national differences are related to labor-market structures and selection mechanisms for immigrants. Whereas labor-market demand reduces the likelihood of immigrant overeducation in both countries, the role of supply-side factors varies: a higher supply of university-educated immigrants is positively associated with the likelihood of overeducation in Canada, but not in the United States, pointing to an oversupply of high-skilled immigrants relative to Canada’s smaller economy. Also, in Canada the overeducation rate is significantly lower for immigrants who came through employer selection (i.e., those who worked in Canada before obtaining permanent residence) than for those admitted directly from abroad through the point system. Overall, the findings suggest that a merit-based immigration system likely works better when it takes into consideration domestic labor-market demand and the role of employer selection.
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Sadosky, A., P. Schepman, S. Thakkar, R. Robinson und C. Beck. „AB0035 A REVIEW OF THE CLINICAL AND ECONOMIC BURDEN OF OSTEOARTHRITIS PAIN BY SEVERITY IN THE UNITED STATES“. Annals of the Rheumatic Diseases 80, Suppl 1 (19.05.2021): 1050.2–1051. http://dx.doi.org/10.1136/annrheumdis-2021-eular.534.
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Background:The development of new therapies to treat symptomatic osteoarthritis (OA) often requires targeting patient subgroups such as mild and/or moderate and/or severe. Multiple assessments for pain are used in clinical and research settings, yet to quantify patient burden with increasing pain severity it is important to understand the potential variability in outcomes based on definitions of severity used1.Objectives:The objective of this study was to examine studies in the published literature that report the burden of OA pain by severity to assess similarities and/or differences across study methodologies and outcomes.Methods:A targeted literature review of PubMed and Google Scholar was conducted January 2021 and included search terms: osteoarthritis, severity, United States (US), burden, quality of life, medication/treatment, and healthcare resource utilization. The search was limited to the English language, full-text articles, and no restriction on publication date. Results included a recent study of the burden of symptomatic OA pain respondents by severity level in the US2,3. Over 100 publication titles were reviewed. Comparison of findings was descriptive in nature.Results:Nine publications were identified representing 7 unique studies, 6 being patient and/or healthcare provider surveys. Two studies focused on OA severity: the remaining 5 stratified patients by pain severity, and all but 2 of the 5 identified and confirmed pain as OA-related. Pain measures included numeric rating scales (generic 0-10, Western Ontario and McMaster Universities Arthritis Index [WOMAC] NRS 3.1), visual analog scales (generic 0-100, Short-Form McGill Pain Questionnaire Visual Analog Scale [SF-MPQ-VAS]) or Pain Interference with Activities (PIA) scale derived from the 12-Item Short Form Health Survey [SF-12v2] developed for the Medical Outcomes Study, with recall periods varying from 48 hours to 7 days to 4 weeks. Only one study exclusively assessed symptomatic patients only i.e., patients with pain scores of 0 were excluded; the remainder compared cohorts of no/mild pain with increasing severity cohorts. Four of the 7 studies examined pairwise differences among mild, moderate, and severe patients (1 study vs. a non-OA cohort); 2 compared no/mild vs. moderate-to-severe OA pain and 1 study compared mild to moderate-to-severe OA pain. For most outcomes examined like clinical comorbidities, quality of life, and healthcare resource utilization, increasing burden was observed with increasing OA and/or pain severity despite study variability.Conclusion:Pain severity levels represent an important and distinguishing factor that contributes to health outcomes in OA patients in the US. Considerable heterogeneity across studies may impact how OA pain is defined, perceived by patients, and treated. Selecting appropriate OA pain severity assessments, including cut-points, may contribute to the successful monitoring of outcomes or comparisons of therapies to manage symptomatic OA pain, especially those that target specific pain severity subgroups.References:[1]Hawker GA, Mian S, Kendzerska T et al. Arthritis Care and Research. 2011; 63(11):S240-S252.[2]Schepman P, Robinson RL, Thakkar S, et al. International Society of Pharmacoeconomics and Outcomes Research (ISPOR) Virtual Annual Meeting; May 2020.[3]Schepman P, Thakkar S, Robinson RL, et al. PAINWeek 2020 Virtual Meeting; September 2020.Disclosure of Interests:Alesia Sadosky Shareholder of: Own stock in Pfizer Inc, Consultant of: I am an employee with the consulting firm Apperture Health, Employee of: I am retired from Pfizer Inc, Patricia Schepman Shareholder of: Owns shares in Pfizer Inc, Employee of: Employee of Pfizer Inc, Sheena Thakkar Shareholder of: Owns shares of Pfizer Inc, Employee of: Employee of Pfizer Inc, Rebecca Robinson Shareholder of: Owns shares of Eli Lilly and Company, Employee of: Employee of Eli Lilly and Company, Craig Beck Shareholder of: Owns shares of Pfizer Inc, Employee of: Employee of Pfizer Inc
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Bowersock, Allison Hope, William Alexander Breeding und Carmel Alexander Sheppard. „Hiring Practices of Exercise Physiologist in Cardiac Rehabilitation Programs among Mid-Atlantic States in the United States“. Journal of Clinical Exercise Physiology 5, Nr. 3 (01.09.2016): 32–36. http://dx.doi.org/10.31189/2165-6193-5.3.32.
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Purpose: The purpose of this survey was to identify factors that may be influencing the appreciation of exercise physiology as a discipline as demonstrated by hiring practices in regional clinical settings. Methods: A telephone survey was administered to 33 cardiac rehabilitation programs in 5 states in the Mid-Atlantic region of the United States (Kentucky, North Carolina, Tennessee, Virginia, and West Virginia). Results: The distribution of nurses and exercise physiologists (EPs) employed by the 33 facilities varied by state, but overall there were 86 nurses and 55 EPs working among the surveyed facilities. Of the 33 surveyed facilities, 12 (36%) reported a preference for hiring nurses over EPs; only 4 (12%) reported a preference for hiring EPs over nurses. The remaining facilities (n = 17; 52%) reported no preference (n = 12; 36%) or that the decision depends on a variety of factors (n = 5; 15%). Several common themes were identified from respondents. These included that, compared to nurses, EPs have greater expertise in exercise prescription and better understanding of safe exercise progression for patients. However, nurses were believed to possess greater assessment and clinical skill with an emphasis on emergency response preparedness and greater general patient education skills. Conclusion: Academic programs that prepare students for careers as EPs employed in clinical settings may benefit from additional coursework and internship site selection that focus on clinical assessment skills, emergency preparedness, and patient education to reinforce their work in an exercise science curriculum.
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Butcher, Kristin F. „Black Immigrants in the United States: A Comparison with Native Blacks and other Immigrants“. ILR Review 47, Nr. 2 (Januar 1994): 265–84. http://dx.doi.org/10.1177/001979399404700207.
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This analysis of 1980 Census data shows that in 1979 immigrant black men had higher employment rates than native-born black men, but the wages of employed members of the two groups were nearly the same. Further, the wage differences that did exist between these groups appear to have stemmed from the selection process associated with migration, not (as has been argued by-some) from differences between the cultural traditions of immigrant and native-born blacks: on a variety of employment and wage measures, black Jamaican and other Caribbean immigrant men in 1979 were remarkably similar to native-born black “movers” (men who had moved out of their state of birth by the Census date).
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Conzelmann, Julie D. „Exploring Updates to Performance Evaluation Terminology“. Business Ethics and Leadership 5, Nr. 4 (2021): 6–16. http://dx.doi.org/10.21272/bel.5(4).6-16.2021.
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The goal of this research was to obtain feedback and perspectives from human resource experts regarding the applicability of a newly created performance evaluation document. Reviewed literature includes sources indicating the documentation for employee performance evaluations have not been revised in decades. No recent literature was found regarding updating performance evaluations. Through an exploratory case study, human resource experts helped discern the need to update performance evaluation documents, including the 11 most recognized organizational citizenship behaviors. Purposive and snowball participant selection comprised five qualifying human resources subject matter experts representing healthcare, business, retail, manufacturing, and education from various cities in the United States. Findings revealed the need for organizations to update performance evaluations from the current antiquated and generic documents that only measure basic job-task performance. The outcome was agreement that human resource leaders should update their performance evaluation document to Exhibit B. Results empirically confirmed human resource leaders would support an updated performance evaluation document, substantiating my argument that the newly created performance evaluation document would be beneficial to everyone by fully recognizing and measuring the value of all employee contributions in the workplace.
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Shikuku, Wanyama, und Zachary Mosoti. „Factors Affecting Employee’s Perception on Job Satisfaction: Case of United States International University (USIU)“. Human Resource and Leadership Journal 9, Nr. 1 (18.01.2024): 54–76. http://dx.doi.org/10.47941/hrlj.1633.
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Purpose: This study sought to establish the factors that affect employee’s perception on job satisfaction in USIU. Specifically, the study assessed the effect of employee’s perception of personal factors, social factors, and organizational factors on job satisfaction.
Methodology: The research design was descriptive in nature, across-sectional survey based on selection of elements regarding the population of interest and presented in frequency and percentage distributions. The population in this study comprised 365 full time employees (both academic and administrative). A sample of 79 full time employees was targeted to represent the population of interest. The sampling technique used consisted of a non-probability sampling technique that was purposive sampling based on the population of interest. Questionnaires were tested through a pilot testing process and thereafter were distributed to 79 full time employees. The data was coded and entered in Statistical Package for the Social Sciences (SPSS), and analyzed via descriptive statistics then presented in tables for clarity and ease of understanding.
Results: With respect to personal factors and job satisfaction, this study concluded that employees with strategic management styles were more characterized by conscientiousness and openness to experience, while those with strong interpersonal management styles were most characterized by extraversion, agreeableness, and high emotional stability. Thus, all Big Five traits should be given attention in the study and application of organizational behavior. In addition, social factors and job satisfaction, the study concluded that job satisfaction is affected by the demographic similarity between supervisors and subordinates by the way in which supervisors assign tasks, the extent to which subordinates and supervisors like and respect each other, and the role of fairness in the workplace. And final, in regard to the organizational factors and its effect on job satisfaction, the research study concluded that organizational reward system must be as objective and as fair as possible and be administered contingently on the employee’s exhibiting critical performance behaviors. Thus, employees should be rewarded in accordance to their contribution in the achievement of organization goal and observation.
Unique contribution to theory, practice and policy: The study made several recommendations among them that employer (USIU) ought to give attention to all Big Five traits in the study and application of organizational behavior. It also recommended that USIU human resource department should propose organizational restructuring that influences the natures of interactions at work which affect coworker relationships and which in turn affect job satisfaction. It further recommended that USIU should go through a trial-and-error approach before they settle into unique reward systems that works best for their full-time employees.
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Andreu Perez, Pedro, Gina Cioffi, Jenny Karam, Caroline Child, Fernando Tricta und Giacomo Chiesi. „Cost of Care of Rare Hematologic Disorders in the United States: Call to Action for Policy Supporting Pharmacologic Innovation“. Blood 138, Supplement 1 (05.11.2021): 2964. http://dx.doi.org/10.1182/blood-2021-151271.
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Abstract BACKGROUND: Rare diseases (RD) present a societal concern because of lack of treatment availability and difficulty developing new treatments. Even when treatment options exist, there are considerable barriers to diagnosis and access to specialty care. OBJECTIVES: To estimate direct (attributable to patient care), indirect (patients' and caregivers' loss of productivity), and mortality-related costs of 5 rare hematologic disorders (atypical hemolytic uremic syndrome [aHUS], acute intermittent porphyria, acquired aplastic anemia, beta thalassemia major, and sickle cell disease) and evaluate burden of care, both when treatment is available and when no treatment exists. We compared these costs with mass market (MM) diseases, including a common hematologic disorder, deep vein thrombosis (DVT), to highlight the need to better serve RD individuals. METHODS: We evaluated peer-reviewed published articles and databases (e.g., Orphanet, the Genetic and Rare Disease Information Center, NORD, NIH), conducted interviews with patient advocacy groups (e.g., Global Gene, the EveryLife Foundation for Rare Diseases, NORD) and key opinion leaders (e.g., Penn Blood Disorders Center), and referred to the US Bureau of Labor Statistics and Medi-Span Price Rx. We performed a statistical analysis to confirm that the sample size of patients covered in our disease selection was significant. In-depth analyses were performed to assess the per patient per year (PPPY) direct, indirect, and mortality costs associated with the 5 disorders, as well as costs for MM diseases, including DVT. While treatments exist for each of these 5 rare disorders, there are no universal curative options. Cost data for MM diseases, including DVT, were derived from literature reviews. RESULTS: The economic burden of rare hematologic disorders in the US is considerable. For most diseases, treatment costs account for the majority of total direct costs (52-90%). Indirect and mortality costs account for 4% and 22% of the total burden cost, respectively, but mortality costs vary widely (4-74% of total costs). Highest overall direct cost observed was for aHUS ($530k) due to challenging diagnosis, persistent treatment, and poor prognosis. Productivity loss is 2 hours/week for patients and 2-4 hours/week for caregivers. The life expectancy of aHUS patients is ~60 years, but if untreated this may be shortened to ~35 years. The lowest overall direct cost was for beta thalassemia major ($69k). The majority of direct costs are split between treatment costs and medical procedures. Patient productivity loss is estimated to be >3.5 weeks of work loss/year in the 60% of patients who require bimonthly transfusions. Caregiver burden constitutes 9.2 hours/week of work loss. New therapies are likely to offset mortality costs in the future. Although the direct, indirect, and mortality costs of these 5 disorders are high (average total cost $228k), the burden of cost is higher in all scenarios if treatments did not exist (60% increase in overall cost). As would be expected under the "no treatment" scenarios, the direct costs attributed to each disease decreased, but indirect and mortality costs increased. Value of treatment is demonstrated by decreases in PPPY indirect costs. When no treatments were available, the range for productivity loss was ~$33k to $61k for patients and ~$25k to $61k for caregivers, compared with ~$3k to $22k for patients and ~$4k to $5k for caregivers when treatments were available. The average PPPY costs of MM diseases for which treatments are available, including DVT, are estimated to be between $6k to $27k for direct costs, $10k to $16k for indirect costs, and $3k to $24k for mortality costs. In comparison with MM diseases, including DVT, the 5 rare disorders had average direct costs of ~$169k (a 6.25- to 26-fold increase), indirect costs of ~$9k (a modest decrease), and mortality costs of ~$50k (a 2.1- to 15-fold increase). CONCLUSIONS: These scenario analyses demonstrate that RD therapies generate positive economic value. Further, analysis shows that RD pose a greater social economic burden than MM diseases. This information can be utilized to further efforts by the RD community for increased governmental investment in RD treatment, diagnosis, and access. Disclosures Andreu Perez: Chiesi Global Rare Diseases: Other: PA is a full-time employee IQVIA. The employer of PA received consulting fees from Chiesi Global Rare Diseases for this analysis. Cioffi: Chiesi Global Rare Diseases: Current Employment. Karam: Chiesi Global Rare Diseases: Other: JK is a full-time employee IQVIA. The employer of JK received consulting fees from Chiesi Global Rare Diseases for this analysis. Child: Chiesi Global Rare Diseases: Other: CC is a full-time employee IQVIA. The employer of CC received consulting fees from Chiesi Global Rare Diseases for this analysis. Tricta: Chiesi Canada Corp: Current Employment. Chiesi: Chiesi Farmaceutici SpA: Current Employment.
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Junior, Christina, Nicole A. Buzzetto-Hollywood und John H Padgett. „Perceptions of DEIA, Job Satisfaction, and Leadership Among U.S. Federal Government Employees“. Issues in Informing Science and Information Technology 21 (2024): 005. http://dx.doi.org/10.28945/5328.
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Aim/Purpose . The quantitative comparative ex post facto research study covered in this paper aims to fill gaps in the literature by focusing on whether gender influences perceptions of leadership; diversity, equity, inclusion, and accessibility (DEIA); and job satisfaction among federal employees within the Department of Justice using empirical data. The study also explores whether there are relationships between the perception of leadership and job satisfaction and the perception of DEIA and job satisfaction. Background. Since 2002, the United States Office of Personnel Management (OPM) has administered the Federal Employee Viewpoint Survey (FEVS), which measures employee perceptions of whether and to what extent successful organizational conditions exist in their agencies. Areas currently assessed within the FEVS include training, job satisfaction, leadership effectiveness, management effectiveness, work-life balance, and diversity, equity, inclusion, and accessibility. The exploration of variations in perceptions of leadership, DEIA efforts, and job satisfaction among U.S. federal employees by gender and other criteria are crucial areas for research that are underrepresented in the literature. This is not only important for the United States federal government, which is grappling with high attrition rates, but also for public administrations around the world. Methodology. A quantitative ex post facto research design was used to analyze data from responses of U.S. federal employees working for the Department of Justice. Leadership, job satisfaction, and DEIA were all measured using aggregate scores from pre-determined question sets. Differences based on gender were analyzed using t-tests. Additionally, chi-squares and Spearman’s rank correlations were employed in order to explore whether there is a relationship between the perception of leadership and job satisfaction and the perception of DEIA efforts and job satisfaction among U.S. federal government workers. Contribution. The findings of this study aid in providing empirical data to support the need for federal government leadership to understand the impact of employees’ perceptions on their willingness to continue working in the federal government. The research study was grounded in Public Service Motivation Theory, which centers around factors that motivate individuals to pursue and maintain careers in the public service sector. More specifically, this study supported the public service motivation theory in that it looked at gender as a mitigating factor in public service motivation as well as explored the role of leadership and DEIA as a correlating factor to job satisfaction. The results of this research have practical implications for federal government leaders interested in increasing employee motivation and retention and who should be considering the range of sociocultural and demographic characteristics that have been found in the research to impact employee perceptions and experiences. Findings. The analyses found differences in perceptions of leadership, DEIA, and job satisfaction among United States Federal Government employees based on gender. Additionally, perceptions of leadership and DEIA were both found to influence job satisfaction. The first research question explored in this study used a t-test to consider whether the perception of leadership among U.S. federal employees differed based on participant gender with significance found. The second research question examined whether the perceived job satisfaction of U.S. federal employees differed based on gender, with statistical significance detected. The third research question focused on whether perception of DEIA differed when gender was explored and the results of the t-test indicated a significant difference in perceptions of DEIA when gender was considered. The fourth research question considered the relationship between the perception of leadership and job satisfaction. A Chi-square and a Spearman Rank Correlation were performed, and a relationship was found to exist. Research question five explored whether a relationship exists between the perception of diversity, equity, inclusion, and accessibility initiatives and job satisfaction, with significance found following a chi-square and a Spearman rank correlation. Recommendations for Practitioners. Leadership behaviors of managers and the existence of DEIA policies play a critical role in employees’ job satisfaction and commitment. The recommendations for organizational leadership in the public service sector include addressing gender inequality in work practices and environments and cultivating more inclusive organizational cultures. Recommendations for Researchers. The lack of inclusion of socio-cultural norms in the research on public service motivation is a gap that has yet to be sufficiently addressed and is an area of research that should be explored. Impact on Society. Research on public service motivation in local, state, national, and international government employment can aid organizations in developing strategies for improving recruitment, selection, and retention in public service organizations. This information can advance scientific knowledge on transforming management and leadership practices across sectors. Future Research. Future research can expound on what has been done here by examining in more detail how various identities, and more specifically intersecting identities, within the LGBTQIA+ community as well as other historically marginalized groups, impact such factors as perceptions of leadership, job satisfaction, employee motivation and retention, and work-life balance. Perceptions of specific DEIA initiatives should also be further explored.
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Baker, H. Eugene, und Kenneth M. Jennings. „Limitations in “Realistic Recruiting” and Subsequent Socialization Efforts: The Case of Riddick Bowe and the United States Marine Corps“. Public Personnel Management 29, Nr. 3 (September 2000): 367–78. http://dx.doi.org/10.1177/009102600002900306.
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There can be no doubt that matching the needs of the organization to the expectations of new employees is a critical factor influencing the quality and effectiveness of the long-term employment relationship. Riddick Bowe's failed entry into an organization that has prided itself on its ability to communicate expectations, and the nature of the socialization process that the recruit will encounter, demonstrates what can happen when an organization varies from a successful recruitment/selection process. This paper begins by summarizing some of the important facets of organizational recruitment/selection and subsequent socialization tactics. Bowe's early departure from recruit training is detailed, identifying specific errors made by the Marine Corps relating to their established approach to realistic recruiting and socialization. Finally, implications for action by other organizations are discussed in the form of lessons to be learned.
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Stonesifer, Crystal S., David E. Calkin und Michael S. Hand. „Federal fire managers' perceptions of the importance, scarcity and substitutability of suppression resources“. International Journal of Wildland Fire 26, Nr. 7 (2017): 598. http://dx.doi.org/10.1071/wf16124.
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Wildland firefighting in the United States is a complex and costly enterprise. While there are strong seasonal signatures for fire occurrence in specific regions of the United States, spatiotemporal occurrence of wildfire activity can have high inter-annual variability. Suppression resources come from a variety of jurisdictions and provide a wide range of skills, experience and associated mobility and logistical needs. Dispatch centres and regional and national resource allocation centres move suppression resources to respond to demand. However, little is known about the decision-making processes driving the allocation of limited resources at the national scale, particularly during periods of increased resource scarcity. Moreover, an understanding of these systems provides no insight into the impressions from the field regarding the value and relative scarcity of specific resources. We designed and implemented an online survey of United States Forest Service employees who have direct or indirect responsibility for ordering suppression resources, with the main objective of identifying which resources the field perceived to be most important, most scarce and which were without acceptable substitutes. In this research note, we present a preliminary overview of a selection of results of our survey and discuss the next steps for potential future analyses of the dataset.
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Bhowmik, Nayan, Travis Seaborn, Kris A. Ringwall, Carl R. Dahlen, Kendall C. Swanson und Lauren L. Hulsman Hanna. „Genetic Distinctness and Diversity of American Aberdeen Cattle Compared to Common Beef Breeds in the United States“. Genes 14, Nr. 10 (22.09.2023): 1842. http://dx.doi.org/10.3390/genes14101842.
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American Aberdeen (AD) cattle in the USA descend from an Aberdeen Angus herd originally brought to the Trangie Agricultural Research Centre, New South Wales, AUS. Although put under specific selection pressure for yearling growth rate, AD remain genomically uncharacterized. The objective was to characterize the genetic diversity and structure of purebred and crossbred AD cattle relative to seven common USA beef breeds using available whole-genome SNP data. A total of 1140 animals consisting of 404 purebred (n = 8 types) and 736 admixed individuals (n = 10 types) was used. Genetic diversity metrics, an analysis of molecular variance, and a discriminant analysis of principal components were employed. When linkage disequilibrium was not accounted for, markers influenced basic diversity parameter estimates, especially for AD cattle. Even so, intrapopulation and interpopulation estimates separate AD cattle from other purebred types (e.g., Latter’s pairwise FST ranged from 0.1129 to 0.2209), where AD cattle were less heterozygous and had lower allelic richness than other purebred types. The admixed AD-influenced cattle were intermediate to other admixed types for similar parameters. The diversity metrics separation and differences support strong artificial selection pressures during and after AD breed development, shaping the evolution of the breed and making them genomically distinct from similar breeds.
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Massey, Douglas S. „Do Undocumented Migrants Earn Lower Wages than Legal Immigrants? New Evidence from Mexico“. International Migration Review 21, Nr. 2 (Juni 1987): 236–74. http://dx.doi.org/10.1177/019791838702100201.
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This article examines the extent to which undocumented status lowers wage rates among immigrants to the United States from four Mexican communities. Regression equations were estimated to determine the effect of legal status on wages independent of other demographic, social and economic variables, and special efforts were made to control for possible sample selection biases. Findings suggest that the data are relatively free from selectivity problems that have characterized earlier studies, and that legal status had no direct effect on wage rates earned by male migrants from the four communities. Legal status also had little effect on the kind of job that migrants take in the United States, but it does play an important indirect role in determining the length of time that migrants stay in that country. By reducing the duration of stay, illegal status lowers the amount of employer-specific capital accruing to undocumented migrants, and thereby lowers wage rates relative to legal migrants.
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Birnbaum, H., R. Ben-Hamadi, D. Kelley, M. Hsieh, B. Seal, P. Cremieux und P. Greenberg. „Assessing the Relationship Between Compliance with Antidepressant Therapy and Costs Among Employees in the United States“. European Psychiatry 24, S1 (Januar 2009): 1. http://dx.doi.org/10.1016/s0924-9338(09)70731-x.
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Objective:Assess effects of antidepressant compliance on healthcare and workplace costs.Methods:Using workplace survey data for 2 large employers’ healthcare claims (2004-2006), patient selection criteria considered depression diagnosis and antidepressant claims history. Employed respondents working in the past month were categorized by Medication Possession Ratio into compliance groups by quartiles; bottom/top quartiles were defined as compliant/non-compliant. Direct (medical/drug) costs were measured as insurer payments to providers; indirect (absenteeism/presenteeism) costs were based on one-month recall of workplace performance (hours worked/missed, self-rated performance), estimated as (hours missed x self-reported hourly income). Annualized, inflation-adjusted (2006) costs were compared between compliant/non-compliant groups using multivariate models controlling for baseline characteristics. Analyses were conducted for all patients and a subsample of diagnosed depression patients.Results:Among all patients (n=1,224), medical costs were numerically lower for compliant vs. non-compliant patients ($4,857 vs. $5,926, p=0.221); drug costs were significantly higher for compliant patients ($2,329 vs. $1,570, p=0.001). Indirect costs were not statistically different between compliant/non-compliant patients ($22,278 vs. $20,714, p=0.237). Among the depression subgroup (N=488), medical costs were numerically lower for compliant vs. non-compliant patients ($5,005 vs. $7,630, p=0.152) while drug costs were numerically higher for compliant patients ($2,550 vs. $1,829, p=0.153). Absenteeism costs were 30% lower for compliant patients ($7,725 vs. $11,040, p=0.038); presenteeism costs were not significantly different ($19,079 vs. $17,457, p=0.441).Conclusions:Absenteeism costs decrease significantly with compliance among depressed patients as do medical costs (not significantly). Further research is warranted regarding reason for poor antidepressant compliance and influence of compliance on costs.
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Lautala, Pasi T. „What the Railroad Industry Needs and Expects from Higher Education“. Transportation Research Record: Journal of the Transportation Research Board 2328, Nr. 1 (Januar 2013): 32–39. http://dx.doi.org/10.3141/2328-05.
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Rail transportation and engineering education in the United States was neglected for decades, from a lack of demand for graduates in the field. However, the increase in freight rail transportation volumes, combined with a growing interest in passenger rail development, has reenergized the academic community. Currently, several universities are either investigating or implementing rail-related activities. Because of the long disconnect between the industry and academia, several challenges have arisen about what the rail industry needs and wants from graduates and universities. Challenges include the quantitative and qualitative demands placed on graduates by the industry as well as industry preference for types of education and the perceived benefits from university education and university–industry collaboration. The educational background of current industry employees and its importance to their career selection are also of interest. This paper reports the outcomes of two online surveys of industry employees to bring light to the aforementioned points. More than 1,000 industry employees participated in the surveys that were conducted in 2006 and 2010. The second survey was conducted as part of a collaborative study between the United States and the European Union, allowing direct comparison of opinions between the U.S. and international workforce.
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Stack, Austin G. „Determinants of Modality Selection among Incident US Dialysis Patients: Results from a National Study“. Journal of the American Society of Nephrology 13, Nr. 5 (Mai 2002): 1279–87. http://dx.doi.org/10.1681/asn.v1351279.
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ABSTRACT. Few studies have comprehensively addressed the association of social factors and elements of pre–end-stage renal disease (ESRD) care with the selection of dialysis modality. This study examines the relative contribution of demographic, medical, social, pre-ESRD, and geographic factors to modality assignment among new ESRD patients. Data were collected from the Dialysis Mortality and Morbidity Wave 2 Study, a national random sample of 4025 patients in 1996 and 1997. In multivariate analyses, the selection of peritoneal dialysis (PD) over hemodialysis (HD) was significantly associated with younger age, white race, fewer comorbid conditions, and lower serum albumin. Greater use of PD was seen in patients who were employed, married, and living with someone before the start of ESRD and in those who were more autonomous and more accomplished educationally. Patients referred earlier to a nephrologist (>4 moversus≤4 mo) and seen more frequently by a nephrologist (≥2 visitsversus<2 visits) in the pre-ESRD period had greater PD use. Of the factors listed, 25% of the variability (R2) in PD use was explained by demographic (4.1%), comorbid (1.2%), social/pre-ESRD (14.5%), and geographic (5.2%) factors. This study identifies several clinical, social, and pre-ESRD factors with the selection of PD, and it underscores the importance of patient education, autonomy, and a strong social support system in improving rates of PD use in the United States. As pre-ESRD patient care is an important contributor to PD use in the United States, greater efforts should be expended in improving its delivery earlier in the pre-ESRD period.
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Preib, Madison T., Alen Marijam, Fanny S. Mitrani-Gold, Daniel C. Gibbons, Xiaoxi Sun, Christopher Adams und Ashish V. Joshi. „1422. Real-World Study of the Effects of Inappropriate or Suboptimal Treatment on the Burden of Illness Among Patients with Uncomplicated Urinary Tract Infection and High-Risk Comorbid Conditions in the United States“. Open Forum Infectious Diseases 8, Supplement_1 (01.11.2021): S794—S795. http://dx.doi.org/10.1093/ofid/ofab466.1614.
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Abstract Background Urinary tract infections (UTIs) are associated with significant morbidity and economic burden. Nitrofurantoin (NFT) and fosfomycin are among the first-line treatments for uncomplicated UTI (uUTI) recommended by Infectious Diseases Society of America (IDSA) 2011 guidance. We used real-world data (RWD) to assess patterns of appropriate and optimal (AP&OP) and inappropriate or suboptimal (IA/SO) antibiotic (AB) prescribing (RX), and related healthcare resource use (HRU) and costs, in US uUTI patients with high-risk comorbid conditions. Methods This was a retrospective cohort study of RWD (IBM MarketScan, commercial/Medicare Supplemental claims January 1, 2014–December 31, 2017) in females ≥ 12 years of age with uUTI, who had an oral AB prescription ± 5 days of uUTI diagnosis (index date) and continuous health-plan enrollment ≥ 1 year pre-/post-index date. Patients were stratified into high-risk cohorts (Table 1) and by AB RX (AP&OP and IA/SO) during first uUTI episode (within 28 days of index). AP&OP RX followed IDSA guidance, IA RX did not; SO RX was considered a proxy for treatment failure (e.g., AB switch or a second UTI diagnosis [acute care setting] in index episode). Sample size was balanced via random match selection, AP&OP:IA/SO ratio 1:5 (age and region). uUTIrelated HRU and costs were compared between cohorts (at index episode and 1-year follow-up) via multivariable analysis. Table 1. High-risk cohorts identified in the study Results IA/SO AB RX was highest in the elderly cohort (94.3%, likely influenced by renal impairment/no NFT RX in this group) and > 90% in other cohorts; AP&OP AB RX was highest in the postmenopausal cohort (9.0%). IA/SO AB RX in all cohorts was associated with significantly higher uUTI-related HRU (outpatient visits and pharmacy claims) per index episode/during follow-up versus AP&OP AB RX (p ≤ 0.0237, Table 2). IA/SO AB RX in all cohorts was associated with significantly higher adjusted total costs per index episode/during follow-up versus AP&OP AB RX (p < 0.05; Table 3). Table 2. uUTI-related HRU* per patient according to high-risk cohort and stratified by AB RX Table 3. uUTI-related costs* per patient according to high-risk cohort and stratified by AB RX Conclusion Over 90% of females in each high-risk cohort identified had IA/SO AB RX (outside IDSA 2011 guidance for uUTI treatment), leading to high HRU and cost burden. This suggests an unmet need for uUTI symptom relief, new treatments, training, and improved RX practices in the US and, furthermore, a need for additional research in this area. Disclosures Madison T. Preib, MPH, STATinMED Research (Employee, Former employee of STATinMED Research, which received funding from GlaxoSmithKline plc. to conduct this study) Alen Marijam, MSc, GlaxoSmithKline plc. (Employee, Shareholder) Fanny S. Mitrani-Gold, MPH, GlaxoSmithKline plc. (Employee, Shareholder) Daniel C. Gibbons, PhD, GlaxoSmithKline plc. (Employee, Shareholder) Xiaoxi Sun, MA, STATinMED Research (Employee, Employee of STATinMED Research, which received funding from GlaxoSmithKline plc. to conduct this study) Christopher Adams, MPH, STATinMED Research (Employee, Employee of STATinMED Research, which received funding from GlaxoSmithKline plc. to conduct this study) Ashish V. Joshi, PhD, GlaxoSmithKline plc. (Employee, Shareholder)
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Bucio Pacheco, Christian, Luis Villanueva und Raúl de Jesús Gutiérrez. „Dependence in the Banking Sector of the United States and Mexico: A Copula Approach“. Revista Mexicana de Economía y Finanzas 16, TNEA (14.09.2021): 1–23. http://dx.doi.org/10.21919/remef.v16i0.705.
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The objective of this work is to estimate the patterns of dependence between the yields of the stock prices of the main banks of the United States (US) and Mexico. We estimate the patterns of absolute dependence and tail dependence through copulas of the Archimedean family and the use of rolling windows of 245 days. The data employed come from the daily share prices at closing from January 2, 2015, to December 31, 2020, for seven banks. Our results show that: i) there are patterns of high dependence among the main banks in the US, ii) there are patterns of very low dependence among the main banks in the US and Mexico, and iii) there are patterns of low dependence among the main banks in Mexico. These results have several implications, among them that the high-dependency patterns obtained among major US banks limit the joint selection of these US bank equity assets in an investment portfolio. Although this paper focuses on a small sample of banks, they represent an important portion of the banking sector in both countries. Given the limited literature on this subject in Mexico, our paper contributes to expanding this literature with a novel approach.
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Sklar, Monica, Maureen Lehto Brewster und Brett Whitley. „Adjusting standard retail practices for nonstandard consumers: How punk and subcultural fashion boutiques find success and build community“. Fashion, Style & Popular Culture 00, Nr. 00 (30.05.2022): 1–18. http://dx.doi.org/10.1386/fspc_00131_1.
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This research analyses the merchandising practices used to create a punk retail environment and shopping experience, distinct from more mainstream forms of consumption available simultaneously, as well as to document the merchandising history of United States punk style development, which is not widely known. Through primary interviews and archival data, this research discerns the practices that set these boutiques apart from their merchandising counterparts, Do It Yourself, or mass market chains. Analysis reviewed how these boutiques reconciled the challenge of appealing to critical consumers who were otherwise poised to potentially not need or want their services as scene members were a niche market segment that leaned anti-capitalist. Owner involvement, employee knowledge and retention, visual display, careful object selection and non-merchandising interaction with regional and national punk scenes are significant considerations. These stores provided community, commerce and educational spaces that projected subcultural authenticity through their business methods and cultural awareness. While not without some criticism of packaging a caricature of a lifestyle, overall the boutiques’ attempts at thoughtful practices led to consumer loyalty and business longevity, gaining market success alongside scene approval.
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Ribbands, Amanda, Boris Gorsh, Abigail Bailey, Natalie Boytsov, Emily Luke, Annabel Lambert und Cosmina Hogea. „Current Clinical Practice and Decision-Making in Multiple Myeloma Treatment in the United States of America: A Real-World Survey“. Blood 138, Supplement 1 (05.11.2021): 3001. http://dx.doi.org/10.1182/blood-2021-151281.
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Abstract Introduction: With each successive line of therapy (LOT), treatment choice for patients with multiple myeloma (MM) becomes increasingly complicated due to existing regimens and the lack of consensus on the standard of care for relapsed/refractory disease. There is a need for more real-world (RW) information on current MM treatments and clinical practices. More insight into the complexity of treatment choices for MM, increasing with each LOT, is also needed to better understand and inform patient treatment as their MM progresses. We aimed to examine current clinical practice and decision-making in the RW setting in MM. Methods: Data were derived from the Adelphi MM Disease Specific Programme™, a point-in-time survey of hematologists and hemato-oncologists conducted in the United States of America between August 2020 and July 2021, collating descriptive information on MM treatment patterns and decision-making from first-line (1L) to fourth-line therapy and beyond (4L+). Physicians completed online patient record forms for their next 8 consulting patients who had a confirmed diagnosis of MM and were actively receiving 1L-4L+ treatment (ie, a quota of ≥2 patients on each LOT). Results: A total of 63 physicians were included in the interim analysis, reporting patients who ever received, or are on at the time of data collection, a specific LOT. Data were provided for 259 patients with 1L treatment, 186 with second-line (2L), 120 with third-line (3L), 60 with 4L, and 2 with fifth-line treatment. Of the patients included in the study, 66% were male with a mean age of 67.7 years (standard deviation 8.16 years); 59% of patients used Medicare for their health insurance and 32% of patients had commercial insurance. The majority of patients received triplet regimens in each LOT (1L: 72%, 2L: 72%, 3L: 68%, 4L: 43%). The top 5 triplet regimens are shown in Table 1. Regimens including cluster of differentiation (CD)38-targeted treatments were used across all LOTs, with the most frequent use seen in earlier relapsed/refractory settings (1L: 8%, 2L: 45%, 3L: 26%, 4L: 19%). Retreatment with the same drug class occurred in 53% of patients treated with a proteasome inhibitor, 50% of patients treated with immunomodulatory drugs, and 4% of patients treated with CD38-targeted treatment. Disease progression/relapse was the most frequent reason for treatment cessation across all LOTs among patients who used either mono, doublet, triplet, or quad regimens (1L: n=92 [48%], 2L: n=72 [61%], 3L: n=37 [63%], 4L: n=2 [100%]). For all LOTs, the leading factors influencing physicians' treatment choice were good clinical data regarding overall survival (OS) (1L: 59%, 2L: 65%, 3L: 52%, 4L: 48%) followed by better efficacy overall (1L: 48%, 2L: 53%, 3L: 45%, 4L: 41%). In 3L, high overall response rate was also important (24%). Good clinical data regarding OS was the most frequent factor influencing choice of triplet regimens at 1L, 2L, and 3L (56%, 62%, and 50%, respectively), whereas manageable side effects profile was the leading factor driving choice of triplet regimen at 4L+ (43%). Other factors that influenced treatment choice included long-term safety, transplant eligibility, and effective use of the treatment as part of a combination therapy. Conclusion: We provide valuable RW data on current treatment patterns and decision-making in MM. Interim analyses revealed a trend for use of triplet therapies across all LOTs, high retreatment rate with the same drug class, and the importance of survival data and clinical efficacy as key factors influencing physician selection of treatment. Additional analyses will be conducted as physicians complete their patient reporting for the study to identify unmet needs and opportunities for new treatment strategies in MM. Funding: GlaxoSmithKline (Study 209997). Figure 1 Figure 1. Disclosures Ribbands: Adelphi Real World, paid employee: Current Employment. Gorsh: GlaxoSmithKline: Current Employment, Current equity holder in publicly-traded company. Boytsov: GlaxoSmithKline: Current Employment, Current equity holder in publicly-traded company. Luke: Adelphi Real World, paid employee: Current Employment. Lambert: Adelphi Real World, paid employee: Current Employment. Hogea: GlaxoSmithKline, paid employee: Current equity holder in publicly-traded company, Ended employment in the past 24 months.
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Haraga, Armand-Radu, Alin-Marian Cazac, Nicoleta-Monica Lohan, Anişoara Corăbieru und Stefan-Lucian Toma. „Selection of Personal Protective Equipment - a complex issue of multi-criteria analysis“. MATEC Web of Conferences 343 (2021): 10012. http://dx.doi.org/10.1051/matecconf/202134310012.
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It is known the fact that in both the Member States of the European Union and the United States, the provision of Personal Protective Equipment (PPE) to workers who are carrying out their activity in different sectors is done in accordance with existing legislation and regulations specific to each state. However, choosing a suitable PPE for a particular workplace is a difficult task to perform given that there are a variety of PPE on the market that perform, in different ways these functions: to prevent an accident - from the same place of work. to protect the health and safety of workers and to minimize damage from any possible accident. Comparing the alternatives, in order to find the most favourable protective equipment specific to a particular workplace, is a complex multi-criteria decision problem that sometimes is difficult to solve. In this paper we approached a method of multi-criteria analysis of the decision, respectively we applied a Analytical Hierarchy Process (AHP) to select PPE -favourable to a certain job: mechanical locksmith. Our work allowed us to find the dominant criteria and the critical factors in the products evaluation, multi-criteria evaluation AHP of employees’ requirements, regarding PPE and ergonomic aspects.
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Zhao, Qian, Sahadeb Upretee und Daoping Yu. „Model Uncertainty and Selection of Risk Models for Left-Truncated and Right-Censored Loss Data“. Risks 11, Nr. 11 (30.10.2023): 188. http://dx.doi.org/10.3390/risks11110188.
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Insurance loss data are usually in the form of left-truncation and right-censoring due to deductibles and policy limits, respectively. This paper investigates the model uncertainty and selection procedure when various parametric models are constructed to accommodate such left-truncated and right-censored data. The joint asymptotic properties of the estimators have been established using the Delta method along with Maximum Likelihood Estimation when the model is specified. We conduct the simulation studies using Fisk, Lognormal, Lomax, Paralogistic, and Weibull distributions with various proportions of loss data below deductibles and above policy limits. A variety of graphic tools, hypothesis tests, and penalized likelihood criteria are employed to validate the models, and their performances on the model selection are evaluated through the probability of each parent distribution being correctly selected. The effectiveness of each tool on model selection is also illustrated using well-studied data that represent Wisconsin property losses in the United States from 2007 to 2010.
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Hosseinzadeh, Mehdi, Dildar Hussain, Firas Muhammad Zeki Mahmood, Farhan A. Alenizi, Amirhossein Noroozi Varzeghani, Parvaneh Asghari, Aso Darwesh, Mazhar Hussain Malik und Sang-Woong Lee. „A model for skin cancer using combination of ensemble learning and deep learning“. PLOS ONE 19, Nr. 5 (31.05.2024): e0301275. http://dx.doi.org/10.1371/journal.pone.0301275.
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Skin cancer has a significant impact on the lives of many individuals annually and is recognized as the most prevalent type of cancer. In the United States, an estimated annual incidence of approximately 3.5 million people receiving a diagnosis of skin cancer underscores its widespread prevalence. Furthermore, the prognosis for individuals afflicted with advancing stages of skin cancer experiences a substantial decline in survival rates. This paper is dedicated to aiding healthcare experts in distinguishing between benign and malignant skin cancer cases by employing a range of machine learning and deep learning techniques and different feature extractors and feature selectors to enhance the evaluation metrics. In this paper, different transfer learning models are employed as feature extractors, and to enhance the evaluation metrics, a feature selection layer is designed, which includes diverse techniques such as Univariate, Mutual Information, ANOVA, PCA, XGB, Lasso, Random Forest, and Variance. Among transfer models, DenseNet-201 was selected as the primary feature extractor to identify features from data. Subsequently, the Lasso method was applied for feature selection, utilizing diverse machine learning approaches such as MLP, XGB, RF, and NB. To optimize accuracy and precision, ensemble methods were employed to identify and enhance the best-performing models. The study provides accuracy and sensitivity rates of 87.72% and 92.15%, respectively.
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Zhang, Yulin, Jian Zhou, Yingui Qiu, Danial Jahed Armaghani, Quanmin Xie, Peixi Yang und Chengpei Xu. „A Visual Survey of Tunnel Boring Machine (TBM) Performance in Tunneling Excavation: Mainstream Direction, Brief Review and Future Prospects“. Applied Sciences 14, Nr. 11 (24.05.2024): 4512. http://dx.doi.org/10.3390/app14114512.
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This study employs scientometric analysis to investigate the current trajectory of research on tunnel boring machine (TBM) performance and collaborative efforts. Utilizing software tools like Pajek 5.16 and VOSviewer 1.6.18, it scrutinizes literature from 2000 to 2021 sourced from the Web of Science (WOS). The findings illuminate TBM research as an interdisciplinary and intersectoral field attracting increasing national and institutional attention. Notable contributions from China, Iran, the United States, Turkey, and Australia underscore the global significance of TBM research. The recent upsurge in annual publications, primarily driven by Chinese research initiatives, reflects a renewed vigor in TBM exploration. Additionally, the paper presents a succinct evaluation of TBM advantages and drawbacks compared to conventional drill and blast methods, discussing key considerations in excavation methodology selection. Moreover, the study comprehensively reviews TBM performance prediction models, categorizing them into theoretical, empirical, and artificial intelligence-driven approaches. Finally, rooted in metaverse theory, the discourse delves into the immersive learning model and the architecture of a TBM metaverse. In the future, the immersive training and learning model diagram can be employed in scenarios such as employee training and the promotion of safety knowledge. Additionally, the TBM metaverse architecture can simulate, monitor, diagnose, predict, and control the organization, management, and service processes and behaviors of TBMs. This will enhance efficient collaboration across various aspects of the project production cycle. This forward-looking perspective anticipates future trends in TBM technology, emphasizing societal impact and enhancement of economic benefits.
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Wang, Qing. „Male Migration and Female Labor Market Attachment“. International Migration Review 52, Nr. 1 (März 2018): 66–89. http://dx.doi.org/10.1111/imre.12290.
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This study examines the impact of male migration to the United States on female labor market outcomes in Mexico, using the longitudinal data set from the Mexican Family Life Survey. I differentiate between domestic and cross-border migration, as well as other types of absence, and account for their differential effects. The first-difference approach is employed to address the econometric issues of endogeneity and self-selection. Findings show that the effects of cross-border migration on the labor market outcomes of left-behind women appear to be limited in the short term. Domestic migration is not a major factor that influences the labor market outcomes of women.
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Kratz, Fabian, und Alexander Patzina. „Endogenous Selection Bias and Cumulative Inequality over the Life Course: Evidence from Educational Inequality in Subjective Well-Being“. European Sociological Review 36, Nr. 3 (03.03.2020): 333–50. http://dx.doi.org/10.1093/esr/jcaa003.
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Abstract According to theories of cumulative (dis-)advantage, inequality increases over the life course. Labour market research has seized this argument to explain the increasing economic inequality as people age. However, evidence for cumulative (dis-)advantage in subjective well-being remains ambiguous, and a prominent study from the United States has reported contradictory results. Here, we reconcile research on inequality in subjective well-being with theories of cumulative (dis-)advantage. We argue that the age-specific endogenous selection of the (survey) population results in decreasing inequalities in subjective well-being means whereas individual-level changes show a pattern of cumulative (dis-)advantage. Using repeated cross-sectional data from the European Social Survey (N = 15,252) and employing hierarchical age-period-cohort models, we replicate the finding of decreasing inequality from the United States with the same research design for Germany. Using panel data from the German Socio-Economic Panel Study (persons = 47,683, person-years = 360,306) and employing growth curve models, we show that this pattern of decreasing inequality in subjective well-being means is accompanied by increasing inequality in intra-individual subjective well-being changes. This pattern arises because disadvantaged groups, such as the low educated and individuals with low subjective well-being show lower probabilities of continuing to participate in a survey and because both determinants reinforce each other. In addition to allowing individual changes and attrition processes to be examined, the employed multi-cohort panel data have further key advantages for examining inequality in subjective well-being over the life course: They require weaker assumptions to control for period and cohort effects and make it possible to control for interviewer effects that may influence the results.
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Nyarko, Kate, Kaitlyn Boozer und C. Michael Greenlief. „Profiling of the Polyphenol Content of Honey from Different Geographical Origins in the United States“. Molecules 28, Nr. 13 (27.06.2023): 5011. http://dx.doi.org/10.3390/molecules28135011.
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The presence of phenolic compounds in honey can serve as potential authenticity markers for honey’s botanical or geographical origins. The composition and properties of honey can vary greatly depending on the floral and geographical origins. This study focuses on identifying the specific markers that can distinguish honey based on their geographical areas in the United States. The main approach presented in this study to identify the geographic origins of honey involves chemometric methods combined with phenolic compound fingerprinting. Sample clean-up and phenolic compound extraction was carried out using solid phase extraction (SPE). Reversed phase liquid chromatography in combination with tandem mass spectrometry were utilized for the separation of the compounds. The honey physicochemical qualities were predominantly determined via spectrophotometric methods. Multivariate statistical tools such as principal component analysis (PCA), analysis of variance (ANOVA), and partial-least squares discriminant analysis (PLS-DA) were employed as both classification and feature selection tools. Overall, the present study was able to identify the presence of 12 potential markers to differentiate the honey’s geographical origins. The total phenolic content ranged from 81.6 to 105.7 mg GAE/100 g corresponding to honey from Colorado and Washington, respectively (GAE: gallic acid equivalents). The regression analysis shows a tendency for the total phenolic content of honey to increase as the color of honey increases. The most important result obtained in this study is the demonstration that the geographical origin of honey plays a critical role in predicting the physical properties and phenolic composition of honey.
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Alexandrescu, Mihai-Bogdan. „Specific Elements of Marketing in the Recruitment and Selection of Human Resources Process in Romanian Army“. Scientific Bulletin 23, Nr. 2 (31.12.2018): 67–73. http://dx.doi.org/10.2478/bsaft-2018-0008.
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Abstract The issue of recruiting a quality human resource appears to be, more or less, a universal one, and it is not just an issue for the United States of America but also for Europe, as the modern armies are confronting with difficulties in recruiting and retaining military personnel. The reasons are generated by the changes of the values in civil society, as well as by the fact that the interest and motivation of joining the army are declining, especially among young people. The competition between the private labor market and the military organization is increasing due to the high level of education of the younger generation and the unemployment rate. Increasing the confidence of the population towards the army and emphasizing the its role of employer determine the connection with the young people, especially for stimulating the desire and attracting them to the military profession.
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Mendes Athayde, André Luiz, Claudio Vaz Torres und Stephanie Jeanne Thomason. „Guidance sources at work“. Revista Gestão & Conexões 12, Nr. 1 (21.03.2023): 72–91. http://dx.doi.org/10.47456/regec.2317-5087.2023.12.1.38663.72-91.
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This study aimed to statistically test the influence of employees’ sociodemographic characteristics on their use of sources of guidance at work in the United States and Brazil. To achieve this objective, 220 employees from a Brazilian university and 166 employees from an American university filled out a paper-and-pencil questionnaire comprised of a previously-validated scale. Correlations and multiple linear regressions were run to test this influence. Among other results, American employees with higher education levels are more likely to use Informal Rules as sources of guidance at work. In turn, Brazilian employees with previous experience in managerial positions are more likely to use their Own Experience as a source of guidance at work. The results yielded from the tests suggest to managers, human resource professionals, and psychologists which sociodemographic characteristics are relevant to predicting the use of guidance sources at work, contributing, for instance, to recruitment and selection processes.
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Johnson, G. R., N. C. Wheeler und S. H. Strauss. „Financial feasibility of marker-aided selection in Douglas-fir“. Canadian Journal of Forest Research 30, Nr. 12 (01.12.2000): 1942–52. http://dx.doi.org/10.1139/x00-122.
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The land area required for a marker-aided selection (MAS) program to break-even (i.e., have equal costs and benefits) was estimated using computer simulation for coastal Douglas-fir (Pseudotsuga menziesii (Mirb.) Franco) in the Pacific Northwestern United States. We compared the selection efficiency obtained when using an index that included the phenotype and marker score with that obtained using only the phenotype. It was assumed that MAS was restricted to within-family selection, that the rotation age was 50 years, and that growth rate (h2 = 0.25), tree form (h2 = 0.25), and (or) wood density (h2 = 0.45) were the objects of improvement. Several population quantitative trait loci (QTL) models, selection population sizes, and interest rates were considered. When large selection population sizes were employed (500 trees per family) MAS gave considerable increases in efficiency of within-family selection; however, results showed that the combination of small selection population sizes (100 trees per family) and many QTL of moderate effect could lead to losses in gain from MAS compared with phenotypic selection. For many reasonable selection scenarios and the simplified assumptions in our model, the land base required for breeding programs to break-even is smaller or near to the limit of those in place under operational breeding programs in the region. Considerably more research is needed to reasonably predict whether MAS would be cost-effective in practice. However, before some of the basic research needed to implement MAS can be done, organizations need to establish large blocks of full-sib families to allow for QTL identification.
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Fowler, Karen, Jacek Mucha, Neumann Monika, Witold Lewandowski, Magdalena Kaczanowska, Elvira Schmidt, Andrew Natenshon, Carla Talarico, Philip Buck und John D. Diaz-Decaro. „1190. Burden of Congenital Cytomegalovirus Among Newborns/Infants < 2 Years of Age From 2010 to 2020“. Open Forum Infectious Diseases 8, Supplement_1 (01.11.2021): S686—S687. http://dx.doi.org/10.1093/ofid/ofab466.1382.
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Abstract Background Congenital cytomegalovirus (cCMV) is a leading cause of preventable congenital birth defects worldwide. In the United States, approximately 1 in 200 infants are born with cCMV and about 10% exhibit symptoms at birth; of those, 40-60% experience long-term sequelae including sensorineural hearing loss and developmental delays. As routine newborn surveillance is universally absent, it is difficult to assess the absolute burden of cCMV and demonstrate the need for CMV treatment and prevention. Here we describe the global epidemiologic burden of cCMV from 2010-2020 by performing a systematic review of the literature. Methods Publications from 2000-2020 on CMV-related epidemiologic, economic, and humanistic burden across all ages were identified using Medline, Embase, and LILACS. Epidemiologic burden estimates of cCMV in at-risk age groups (newborns [≤ 1 month] and infants [2 months to 2 years]) were extracted from recent studies published from 2010-2020, excluding previous systematic literature reviews, chart reviews, case series, gray literature, and studies in immunosuppressed populations. The primary outcome measure was seroprevalence, defined by CMV-specific immunoglobulin G titer or confirmed by CMV polymerase chain reaction in saliva or urinary samples. Results Of 8970 records on CMV epidemiologic burden across all ages, 3600 were screened (Fig. 1). Records were excluded based on study population, outcome, design, or other reason, yielding 157 articles; 24 reported cCMV infection in newborns/infants in 13 countries (Fig. 2). cCMV seroprevalence estimates differed based on type of screening (Fig. 3). cCMV seroprevalence ranged from 0.28-67.2% among publications reporting on universal screening (n=6), 0.6-29.2% among publications reporting on targeted screening (n=17) based on hearing loss, low birth weight, or small for gestational age, and 36.0% in one publication reporting on prenatal screening. Figure 1. Study selection for epidemiological burden cCMV, congenital cytomegalovirus Figure 2. Global map of the location and number of included studies Figure 3. cCMV seroprevalence and 95% confidence interval* by universal, targeted, and prenatal screening methods *Confidence intervals shown when available. cCMV, congenital cytomegalovirus Conclusion There is a worldwide lack of cCMV epidemiologic data with heterogeneity in seroprevalence, influenced by inconsistent and varied screening efforts. Implementation of consistent screening methods is essential to accurately describe the burden of cCMV, justify future vaccine (or other prevention or treatment) introduction, and measure impact. Disclosures Jacek Mucha, MS, Certara (Employee) Neumann Monika, Information Specialist, Certara (Employee) Witold Lewandowski, MD, BA, Certara (Other Financial or Material Support, Former employee during abstract development)Tata Consultancy Services (Employee) Magdalena Kaczanowska, MPH, Certara (Employee) Elvira Schmidt, MSc, Certara (Employee) Andrew Natenshon, MA, Moderna, Inc. (Employee) Carla Talarico, MPH, PhD, Moderna, Inc. (Employee) Philip Buck, MPH, PhD, Moderna, Inc. (Employee) John D. Diaz-Decaro, MS, PhD, Moderna, Inc. (Employee)
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Alten, R., J. C. Nieto González, P. Jacques, C. Montecucco, R. Moots, H. Radner, S. Heidenreich et al. „POS0600-HPR WHAT TRADE-OFFS ARE ACCEPTABLE TO RHEUMATOID ARTHRITIS PATIENTS DURING TREATMENT SELECTION?“ Annals of the Rheumatic Diseases 82, Suppl 1 (30.05.2023): 571.2–572. http://dx.doi.org/10.1136/annrheumdis-2023-eular.3109.
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BackgroundThe rheumatoid arthritis (RA) treatment landscape is diverse, with multiple therapies available that differ in several attributes such as mode of administration and benefit-risk profile. Patients and prescribers face challenging trade-offs during treatment selection to accommodate patients’ circumstances in order to ensure comprehensive disease management. EULAR recommendations for RA management emphasize the need to recognize patient preferences in shared decision-making (SDM). Therefore, it is essential to understand how preferences differ in the RA patient population.ObjectivesThis study elicited trade-offs that RA patients were willing to make during treatment selection while accounting for preference heterogeneity.MethodsAn online discrete choice experiment (DCE) was conducted from September to October 2021 in which RA patients were required to elicit their preferences for attributes of treatments for RA (Figure 1) and make trade-offs between them. Attributes were selected and defined based on literature review and qualitative patient interviews, and were then tested in a quantitative pilot. Main data collection consisted of an online survey in which participants were asked to repeatedly choose between hypothetical treatments. Eligible patients were ≥18 years old, diagnosed with RA, currently received systemic disease-modifying anti-rheumatic drug therapy for RA, and were residents of France, Germany, Italy, Spain, United Kingdom, or United States. Male patients were oversampled to support subgroup analysis of preferences for effects on sperm parameters. Data were analyzed using a correlated mixed logit model and differences in preferences between sex and age were explored. Relative attribute importance (RAI) scores and maximum acceptable risk (MAR) measures were derived from the estimates.ResultsA total of 2,090 patients participated; 42% were female with predefined oversampling of male patients, with a mean age of 45.2 years (range 18–83). Estimated effects were significant for all attributes (p<0.001), implying that they all influenced treatment choices and suggesting preferences differed between participants. Average RAI scores revealed different priorities (p<0.001) between males and females (Figure 1). While reducing pain and negative effect on semen parameters was most important to male patients, female patients were most concerned by risk of blood clots and serious infections. The remaining attributes were of lower importance but were still relevant. However, no single attribute explained treatment preferences by more than 30%. Preferences were also affected by patients’ age: patients aged 18-44 years placed less importance on frequency and mode of treatment administration (p<0.05) than older age groups. Patients were willing to make benefit-risk trade-offs; they accepted extra risks of blood clots (male: 1.8%; female: 0.8%), serious infections (male: 2.5%; female: 1.0%), or negative effects on sperm (male: 7.4%) for an oral pill every day instead of injection once a week. They also accepted extra risks of blood clots (male: 2.3%; female: 1.2%), serious infections (male: 3.2%; female: 1.6%), or negative effects on sperm (male: 10.4%) for reducing amount of pain from 30% to 10%. Similar observations were made for improved performance of daily activities. However, acceptable trade-offs varied between patients (p<0.05).ConclusionPreferences of RA patients were driven by benefits and risks of RA treatments, with no single attribute dominating the decision making. Patients were willing to accept higher risk of serious infections and blood clots in exchange for improvements in pain, daily activities, or administration convenience. These findings emphasize the importance of considering the entire treatment profile, including benefits, risks, and administration to support SDM between providers and patients.Figure 1.RAI overall and by sexPreference drivers: males – pain, blood clots; females – blood clots, infections, pain. Sperm risk data are based on male responses only.AcknowledgementsThis study was funded by Galapagos NV (Mechelen, Belgium). Publication coordination was provided by Fabien Debailleul, PhD, of Galapagos NV. Medical writing support was provided by Brooke Middlebrook (Evidera) and publications management was provided by Aspire Scientific Ltd (Bollington, UK), funded by Galapagos NV.Disclosure of InterestsRieke Alten Consultant of: AbbVie, Amgen, Biogen, BMS, Celltrion, Gilead, Janssen, Lilly, Medac, MSD, Mylan, Novartis, Pfizer, Roche, Sandoz, Sanofi-Genzyme, UCB, Viatris, Juan Carlos Nieto González Speakers bureau: AbbVie, Amgen, Biogen, BMS, Celgene, FAES Farma, Gebro, Janssen, Lilly, MSD, Nordic Pharma, Novartis, Pfizer, Roche, Sandoz, Sanofi, UCB Pharma, Consultant of: AbbVie, Amgen, GSK, Galapagos, Janssen, Lilly, MSD, Peggy Jacques: None declared, Carlomaurizio Montecucco Speakers bureau: AbbVie, BMS, Boehringer, Eli Lilly, Galapagos, Pfizer, Roche, Sanofi, Consultant of: AbbVie, BMS, Gilead, Robert Moots Speakers bureau: Amgen, Galapagos, Consultant of: Ferring, Grant/research support from: Novartis, Helga Radner Speakers bureau: Gilead Sciences, Janssen, MSD, Pfizer Corporation Austria, Sebastian Heidenreich Employee of: Evidera Inc, which is part of Thermo Fisher Scientific’s Clinical Research Group. Evidera received payment for conducting the work outlined in this work., Chiara Whichello Employee of: Evidera Inc, which is part of Thermo Fisher Scientific’s Clinical Research Group. Evidera received payment for conducting the work outlined in this work., Nicolas Krucien Employee of: Evidera Inc, which is part of Thermo Fisher Scientific’s Clinical Research Group. Evidera received payment for conducting the work outlined in this work., Monia Zignani Shareholder of: Galapagos, Employee of: Galapagos, Harald Vonkeman Speakers bureau: AbbVie, Boehringer Ingelheim, Galapagos, Janssen, Novartis, Pfizer, UCB, Grant/research support from: AbbVie, Boehringer Ingelheim, Galapagos, Janssen, Novartis, Pfizer, UCB, Katrien Van Beneden Shareholder of: Galapagos, Employee of: Galapagos.
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Conard, Maureen, und Kristin Schweizer. „Personality-oriented job analysis to identify non-cognitive factors predictive of performance in a doctor of physical therapy program in the United States“. Journal of Educational Evaluation for Health Professions 15 (28.12.2018): 34. http://dx.doi.org/10.3352/jeehp.2018.15.34.
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This study aimed to conduct a personality-oriented job analysis to identify non-cognitive factors that may predict successful performance or performance difficulties in doctor of physical therapy (DPT) students. The study employed focus groups and a survey with 9 DPT subject matter experts. The focus group participants, who included 3 DPT faculty members and 4 recent graduates of the DPT program, identified 22 non-cognitive factors. Fifteen of these factors were thought to be possibly associated with successful performance and 7 factors were thought to be possibly associated with performance difficulties. Administration of a questionnaire employing the combination job analysis method resulted in 12 factors that could be used in selection, and 10 that could be incorporated into training. The present study employed an established job analysis method using subject matter experts to identify a broad array of factors that go beyond what previous studies have examined, and which may predict success or difficulties in a DPT program.
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Ali Flayyih Hasan, Lecturer. „The Representation of China in U.S. Media Discourse in the Relevance of the Corona Pandemic: CDA“. lark 52, Nr. 1 (31.12.2023): 910–891. http://dx.doi.org/10.31185/lark.vol1.iss52.3334.
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This study examines U.S. media coverage of China, particularly U.S. President Donald Trump, during coronavirus events. The study employed the Critical Discourse Analysis (CDA) methodology to conduct the investigation. This study employs Van Dijk's (1998) conceptual framework of the ideological arena and social-cognitive approach. A total of ten tweets about the Corona crisis were gathered from the social media platform Twitter. These tweets were subsequently subjected to analysis using the Van Dijk model in order to derive meaningful findings. The research findings indicate that the President of the United States employed various rhetorical techniques, such as vocabulary selection, figurative language usage, assumptions, loaded phrases, and explicit claims, to portray China unfavorably to the general public. In addition, the individual strategically capitalized on a presidential disagreement with a political adversary to portray China unfavorably, in contrast to the actions undertaken by his administration. He portrayed it favorably.
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Deng, Yuanyuan, und Hugo Benítez-Silva. „An Empirical Model of Medicare Costs: The Role of Health Insurance, Employment, and Delays in Medicare Enrollment“. Econometrics 9, Nr. 2 (08.06.2021): 25. http://dx.doi.org/10.3390/econometrics9020025.
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Medicare is one of the largest federal social insurance programs in the United States and the secondary payer for Medicare beneficiaries covered by employer-provided health insurance (EPHI). However, an increasing number of individuals are delaying their Medicare enrollment when they first become eligible at age 65. Using administrative data from the Medicare Current Beneficiary Survey (MCBS), this paper estimates the effects of EPHI, employment, and delays in Medicare enrollment on Medicare costs. Given the administrative nature of the data, we are able to disentangle and estimate the Medicare as secondary payer (MSP) effect and the work effects on Medicare costs, as well as to construct delay enrollment indicators. Using Heckman’s sample selection model, we estimate that MSP and being employed are associated with a lower probability of observing positive Medicare spending and a lower level of Medicare spending. This paper quantifies annual savings of $5.37 billion from MSP and being employed. Delays in Medicare enrollment generate additional annual savings of $10.17 billion. Owing to the links between employment, health insurance coverage, and Medicare costs presented in this research, our findings may be of interest to policy makers who should take into account the consequences of reforms on the Medicare system.
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Kozák, Anita. „Disciplines and practices for selection and workplace orientation within an American company“. Applied Studies in Agribusiness and Commerce 7, Nr. 4-5 (30.12.2013): 83–88. http://dx.doi.org/10.19041/apstract/2013/4-5/11.
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The primary objective of this essay is to present how selection and orientation at the workplace are regulated and practiced at an American profit oriented company. Moreover, considering these practices to outline the disciplines which determine and influence them. The first part of this essay is a literature review which specifically illustrates various perspectives of selection and orientation at the workplace. Following this review, the objectives of this paper are enumerated. The next part presents the case study, the half-structured interview and the questionnaire methods used for this research. The results and the discussion parts are separated, because the results part shows how selection and orientation work in practice and then, by examining the results in some detail, the discussion part presents the disciplines which have been extrapolated. In order to support the conceived disciplines this paper also seeks to examine the most important supporting factors in the procedure of work orientation. General and professional/organizational factors of workplace orientation have been collected. Quantitative data from an empirical analysis is used for the research. Qualitative data is a part of a future dissertation. Questionnaires were completed by 80 employees at a distributor company in the United States of America. The results clearly show that the following disciplines should be maintained through these HR processes: equal opportunity, importance of professionalism, documentary, checking, support and continuance.
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Artelle, Kyle A., John D. Reynolds, Adrian Treves, Jessica C. Walsh, Paul C. Paquet und Chris T. Darimont. „Working constructively toward an improved North American approach to wildlife management“. Science Advances 4, Nr. 10 (Oktober 2018): eaav2571. http://dx.doi.org/10.1126/sciadv.aav2571.
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Mawdsley et al. (2018) respond disapprovingly to our 2018 review of 667 wildlife management systems across Canada and the United States, which found that many of these systems lacked the scientific hallmarks of clear objectives, evidence, transparency, and independent review. Although we strongly agree with several of Mawdsley et al.’s points about the role of science in management, their response suggests confusion about three elements of our approach that we clarify herein: (i) the selection of hallmarks, (ii) the role of science in wildlife management, and (iii) our engagement with wildlife agencies. We contend that both critics and defenders of the current approach to wildlife management in Canada and the United States similarly desire rigorous management that achieves social and ecological benefits. Our original study—which used a clear approach to define hallmarks of science-based management, employed a reasonable set of indicator criteria to test for them, and was based on data available to the general public on whose behalf management is conducted—found evidence that the current approach falls short. However, it also provided a framework for addressing shortcomings moving forward. We suggest that advancing discussion on the operational role of science in management, including clarifying what “science-based management” actually means, could curtail practitioners and critics of the status quo talking over each other’s heads and encourage all parties to work constructively to improve the governance of wildlife at a continental scale.
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SULLIVAN, PATRICK W., VAHRAM GHUSHCHYAN, XING-YUE HUANG und DENISE R. GLOBE. „Influence of Rheumatoid Arthritis on Employment, Function, and Productivity in a Nationally Representative Sample in the United States“. Journal of Rheumatology 37, Nr. 3 (15.01.2010): 544–49. http://dx.doi.org/10.3899/jrheum.081306.
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Objective.The Medical Expenditure Panel Survey (MEPS) was used to estimate the national influence of rheumatoid arthritis (RA) on employment, limitations in work or housework, inability to work or do housework, missed work days, days spent sick in bed, and annual wages.Methods.MEPS is a nationally representative survey of the US population. Multiple logistic, negative binomial, and Heckman selection regression methods were used, controlling for age, sex, race, ethnicity, smoking status, income, education, and chronic comorbidity. RA was identified using International Classification of Diseases-9 code 714.Results.In unadjusted descriptive statistics, individuals with RA were older, had more chronic conditions, missed more work days, spent more days sick in bed, had lower employment rates, had higher rates of limitations and inability to work, and received disability benefits at higher rates. After adjustment, multiple regression analyses showed individuals with RA were 53% less likely to be employed [OR 0.47, 95% CI 0.34–0.65], 3.3 times more likely to have limitations in work or housework (95% CI 2.35–4.64), 2.3 times more likely to be unable to work or do housework (95% CI 1.55–3.53), and spent 3.6 times as many days sick in bed as those without RA (95% CI 2.32–5.53). RA was associated with an expected loss of $8957 in annual earnings (95% CI $1881–$15,937). There was no statistically significant difference in missed work days or the level of wages.Conclusion.In the most recent available national data for adults, RA was associated with reductions in employment, productivity, and function.