ライフサイエンスコーパス: workforce

1 the development of a curriculum to meet the workforce.

2 ease access by using the existing prescriber workforce.

3 care quality and ensure an adequate nursing workforce.

4 academic rank in the allergy and immunology workforce.

5 a significant barrier to building the nurse workforce.

6 hifts on sickness absences for mental health workforce.

7 ategies to reduce burden on the ICU provider workforce.

8 ield of ID, threatening the future of the ID workforce.

9 l components of a well-supported, productive workforce.

10 rmation while maintaining a stable personnel workforce.

11 Reward and remuneration are essential to the workforce.

12 hat will enhance the power of our biomedical workforce.

13 f fungal disease into training of the health workforce.

14 ic research studies and the genomic research workforce.

15 ld, including important gaps in services and workforce.

16 staffing models for the future critical care workforce.

17 fety while continually renewing the surgical workforce.

18 tice characteristics of the U.S. radiologist workforce.

19 lows, who represent the emerging intensivist workforce.

20 ture of patient safety and a healthy nursing workforce.

21 Racial and Ethnic Diversity in the Oncology Workforce.

22 ated analysis of the state of the hepatology workforce.

23 ere there is increased reliance on a support workforce.

24 al culture, and implications for the nursing workforce.

25 eight and obesity among the Scottish nursing workforce.

26 lly, we propose 3 strategies to optimize the workforce.

27 e number of postdoctorates in the biomedical workforce.

28 ompute parameters related to the radiologist workforce.

29 ills gap analysis of the biomedical research workforce.

30 s is hampered by stigma among the healthcare workforce.

31 the supply and demand of the cardiovascular workforce.

32 E with the needs of the nation's health care workforce.

33 al factors that influence the cardiovascular workforce.

34 as important implications for the biomedical workforce.

35 ting in a genetically diverse, yet cohesive, workforce.

36 smatch between today's workplace and today's workforce.

37 ng the competency of physicians entering the workforce.

38 census of the NIH-funded extramural research workforce.

39 erely impacting the South African healthcare workforce.

40 l lead to a steep decline in the size of the workforce.

41 it will take to increase the global surgical workforce.

42 the inequitable distribution of the surgical workforce.

43 strategies to retain their registered nurse workforce.

44 t 50% of the global healthcare shift working workforce.

45 nsistent trend of professionalization of the workforce.

46 sues a more diverse and reflective physician workforce.

47 of presenteeism as it relates to the nursing workforce.

48 earch related to presenteeism in the nursing workforce.

49 chieve gender diversity within the chemistry workforce.

50 CRs) make up a large portion of the academic workforce.

51 second-level nursing roles in the healthcare workforce.

52 sonnel are part of the essential health care workforce.

53 women and men with earned degrees enter the workforce.

54 well as future research into the intensivist workforce.

55 nd the rate limiting factors with the female workforce.

56 rtality but high risk of detachment from the workforce 1 year later.

57 ices consistent with maximizing the HIV care workforce (18% increase, p < 0.001), share-the-care (25%

58 ospitalization, 8040 (67.7%) returned to the workforce, 2981 (25.1%) did not, 805 (6.7%) died, and 54

59 contracting, unevenly distributed, pathology workforce(4).

60 ospitals employed members of their physician workforce, a number that rose to 42% by 2012.

61 ospitals employed members of their physician workforce, a number that rose to 42% by 2012.

62 fting is used to augment the global surgical workforce across all geographical regions and income gro

63 behaviour has been researched in the broader workforce across multiple industries including business/

64 A diverse workforce adds value and enrichment to the overall work

65 adequate education and qualifications of its workforce, ageing and turnover of village doctors, fragm

66 iders), and across the entire women's health workforce (all studied occupations).

67 Its incidence among growing segments of the workforce, alongside the recent era of severe economic u

68 n largely underrepresented in the healthcare workforce and academic medicine.

69 service users, patients, carers, the nursing workforce and commissioners.

70 we describe the state of the U.S. biomedical workforce and development of the BEST award, variations

71 of a maturing and more competitive stem cell workforce and discuss policy implications.

72 The state of the current hepatology workforce and future demand for hepatology providers is

73 s' access to a large segment of the STEM PhD workforce and impairing startups' ability to contribute

74 Diversification in the scientific workforce and in the research populations-from cell line

75 of costs are for health systems, with health workforce and infrastructure (including medical equipmen

76 Effects of the new policy on the shrinking workforce and rapid population ageing will not be eviden

77 Gender disparities in the scientific workforce and scarcity of policies on sex-related report

78 small population sizes that make sustainable workforce and service development problematic, and the u

79 ans are ubiquitous among the global surgical workforce and should be considered in plans to scale up

80 Critical care workforce and staffing models are myriad and based on se

81 nteeism are particularly high in the nursing workforce and the impact of nurse presenteeism needs to

82 We conclude that although supply into the workforce and the number of job postings for occupations

83 in China by discussing the country's health workforce and their clinical residency education.

84 ons attempting to enhance their postdoctoral workforces and improve the sustainability of the biomedi

85 strain due to stagnant funding, an expanding workforce, and complex regulations that increase costs a

86 shment, urban expansion to support a growing workforce, and development of mineral commodity supply c

87 njunctivitis outbreaks can impact education, workforce, and economy adversely.

88 stay and cost, premature withdrawal from the workforce, and greater 1-year mortality.

89 will affect nursing practice and the nursing workforce, and how this may subsequently impact on the h

90 h of health systems by optimising the health workforce, and improve facility capability; guarantee su

91 setting was hindered by a paucity of trained workforce, and inadequacies in basic infrastructure, equ

92 re headed by queens, backed by an all-female workforce, and males die soon after copulation.

93 d propagation among patients, the healthcare workforce, and our community at large.

94 thin the greater context of the epidemiology workforce, and provide suggestions on how the Committee

95 tance use disorders treatment, education and workforce, and public health interventions.

96 nical assistance for research, surveillance, workforce, and service development, and to support small

97 ion of research, the composition of the STEM workforce, and the development of science in Latin Ameri

98 rastructure, strengthening the mental health workforce, and translating research findings into a call

99 essional development of nurses and the other workforces, and the longer term implications of these de

100 and support a well-trained clinical research workforce; and (5) promote appropriate oversight and rev

101 Data regarding the current ID workforce are presented here, along with perspectives ab

102 ations in radiologist and radiology resident workforces are high, which suggests a potential role for

103 of the largest segments of the public health workforce, are responsible for delivery of essential env

104 , both in absolute terms and relative to the workforce as a whole.

105 in rheumatology with the goal of creating a workforce as diverse as the patient population it serves

106 ns should expand the community health worker workforce, assess general (rather than condition-specifi

107 there is a need to upskill the professional workforce at all levels, and also to equip those trained

108 med labor gap analyses of occupations in the workforce at regional and national levels, and assessed

109 vacy barriers, as well as organizational and workforce barriers.

110 Of these patients, 11 880 (55%) were in the workforce before HF hospitalization and comprised the st

111 Patients in the workforce before HF hospitalization had low mortality bu

112 ming uniform productivity, a global surgical workforce between 20 and 40 per 100 000 would suffice to

113 Committee aims to strengthen the scientific workforce by broadening participation of and support for

114 future work to determine how the optometrist workforce can best complement potential shortages of oph

115 t specialty care, and the current hepatology workforce cannot meet the demand of patients with liver

116 tries with the lowest nursing and healthcare workforce capacities have the poorest health outcomes.

117 This 3-year project aims to build national workforce capacity as a legacy of the STOP program by tr

118 e, on demonstration project sites within the Workforce Capacity Building Initiative, a Health Resourc

119 Poorly trained workers and limited workforce capacity contribute immensely to barriers in c

120 Workforce capacity support is provided to the South Suda

121 Strengthening workforce capacity to deliver essential surgical and ane

122 ormed the development of other public health workforce capacity to support polio eradication efforts,

123 tional concern is the issue of mental health workforce capacity, which is also of concern in England

124 eradication by building global public health workforce capacity.

125 otential strategy for addressing anticipated workforce challenges among those providing care to PLWH.

126 of the American Society of Nephrology (ASN) Workforce Committee that seeks to connect medical and gr

127 years) compared with more, being outside the workforce compared with being within, and living alone c

128 Gender disparity in the professional workforce composition is even more striking within the f

129 The postdoctoral workforce comprises a growing proportion of the science,

130 nknown, but immediate therapy interruptions, workforce consequences, and threats to standard oncology

131 representative maternal mortality and health workforce data sources have well-known limitations.

132 Radiologists' share of the overall physician workforce declined nationally by 8.8% from 1995 (4.0%) t

133 radiologists' share of the overall physician workforce declined.

134 array of careers to effectively meet future workforce demand.

135 s to model future projections for hepatology workforce demand.

136 These include current workforce demographics and projections, evolving health

137 To achieve surgical workforce densities of 20 per 100 000 by 2030, a scale u

138 ut our results suggest that countries with a workforce density above certain thresholds have better h

139 gical workforce providers to meet a surgical workforce density of 20 per 100 000 assuming a 1% retire

140 main underrepresented in the ophthalmologist workforce despite an available pool of medical students.

141 ces, based on research and our experience in workforce development across federal agencies and state/

142 SGM: (1) patient education and support; (2) workforce development and diversity; (3) quality improve

143 addressed by the NIH's internal Data Science Workforce Development Center.

144 ren with cancer in the Pacific, and surgical workforce development in the region.

145 fice-based opioid therapy (OBOT), as well as workforce development through local provider training in

146 vation in all sectors, a focus of tremendous workforce development, and an area of increasing importa

147 in the hopes of better supporting scientific workforce development.

148 are systems, and in our research agendas and workforce development.

149 ould prioritize patients' care perspectives, workforce diversification and training, and systematic e

150 identify critical issues, such as improving workforce diversity and stakeholder interactions, on whi

151 Past and current efforts aiming to enhance workforce diversity but targeted to individuals are nece

152 tional Institutes of Health (NIH) Scientific Workforce Diversity office has led the charge to develop

153 ablish a longitudinal pathway for increasing workforce diversity, (2) to enhance ASCO leadership dive

154 could be implemented to enhance neuroscience workforce diversity.

155 The US biomedical research workforce does not currently mirror the nation's populat

156 hen accounting for the delay of entry to the workforce due to training in these countries, the median

157 ge a culture that will sustain the clinician workforce during the pandemic.

158 , safety, and availability of the healthcare workforce during this pandemic and to facilitate the rap

159 ormation approaches: maximizing the HIV care workforce (efforts to increase the number of existing he

160 In a tight labour market with an ageing workforce, employee flexibility and choice are key to re

161 , beginning with academic instruction before workforce entry, continuing as professional development

162 to use metrics and data analysis to identify workforce equity gaps and pursue opportunities to close

163 ent training challenges for the epidemiology workforce, especially given limited resources, based on

164 their underrepresentation in the biomedical workforce, especially in academia.

165 These baseline data were used to project workforce estimates for FYs 2010-2014 and will serve as

166 Preparing the cardiovascular workforce for the care of a growing population of cancer

167 An integrated workforce framework model was used that combined socioec

168 cations for nursing practice and the nursing workforce from regulatory and labour provisions of trade

169 Upskilling the workforce from the grass-roots of undergraduate study in

170 science fields with more politically diverse workforces generally produce better research.

171 Projected workforce growth by 2019 will not accommodate the increa

172 The science and engineering workforce has aged rapidly in recent years, both in abso

173 ty of ophthalmologists has decreased and the workforce has aged.

174 In 2016, the palliative care workforce has expanded markedly and there is growing app

175 The increased women's participation in the workforce has led to an increased attention to women's w

176 The landscape of gender in education and the workforce has shifted over the past decades: women have

177 though interventions to increase the nursing workforce have been implemented, nurses leaving their ro

178 of job postings for occupations within that workforce have grown over the past decade, supply contin

179 us and needs of the U.S. biomedical research workforce have highlighted the limited career developmen

180 ms, as well as improving program quality and workforce health outcomes.

181 hanges in policies, health financing, health workforce, health infrastructure, coverage of maternal c

182 der equity issues within the transplantation workforce; (ii) devise and implement potential strategie

183 and HIV-related stigma among the healthcare workforce in a resource-limited context.

184 (NIH) from 2013 to 2016 to train a national workforce in biomedical data science.

185 states/provinces with a lack of HPB surgeon workforce in central United States.

186 considered in plans to scale up the surgical workforce in countries with workforce shortages.

187 ; 3) supporting the growth of a diversifying workforce in epidemiology; and 4) increasing the visibil

188 scuss the current issues facing training and workforce in hepatology and propose the next steps in co

189 atus of Hepatopancreatobiliary (HPB) Surgery workforce in North America.

190 ntly associated with premature loss from the workforce in older workers; these observations provide s

191 rapidly transforming their organization and workforce in response to the coronavirus disease 2019 (C

192 lans to increase surgical infrastructure and workforce in rural Africa.

193 te a substantial proportion of the physician workforce in states with a high burden of COVID-19 cases

194 s, suggesting few opportunities to enter the workforce in these settings.

195 fessional wellbeing and the wellbeing of the workforce, in addition to other maternity professionals

196 ch investigating presenteeism in the nursing workforce, in all clinical settings, in the English lang

197 ely, challenges to a robust oncology nursing workforce include nursing shortages, recruitment barrier

198 In 2018, the adult and pediatric workforce included 7,296 and 824 hepatology providers, r

199 nse in terms of service delivery, financing, workforce, information systems, and leadership and gover

200 n titled "NIH Director's Biomedical Research Workforce Innovation Award: Broadening Experiences in Sc

201 Professionalization of the workforce is accompanied by reduced levels of segregatio

202 iatrics to ensure that the future paediatric workforce is appropriately equipped to respond to the ch

203 Racial and Ethnic Diversity in the Oncology Workforce is designed to enhance existing programs and c

204 The global oncology nursing workforce is essential to achieving Sustainable Developm

205 Diversity in the physician workforce is essential to providing culturally effective

206 nd equity among the Infectious Diseases (ID) workforce is ever-growing, ever-evolving, and continuous

207 of gender equality within the United States workforce is receiving a great deal of attention.

208 ncreases, the future of the oncology nursing workforce is reflected in the call from the Internationa

209 100 000 by 2030, a scale up of the surgical workforce is required.

210 The United States HIV care workforce is shrinking, which could complicate service d

211 more, the age distribution of the scientific workforce is still adjusting.

212 Given that workforce is the primary therapeutic intervention in sec

213 ains on how well-equipped the cardiovascular workforce is to meet the challenges that lie ahead.

214 Although the NHS workforce is very diverse, ethnic minorities are unevenl

215 shortages have been identified as central to workforce issues in healthcare systems globally and alth

216 Workload and workforce issues in primary care are key drivers for the

217 D could positively impact recruitment to the workforce; larger, multicenter studies are needed to val

218 e related ("nurse attrition," "inexperienced workforce," "limited mentoring opportunities," and "high

219 arlier in their careers, so the aging of the workforce may slow the pace of scientific progress.

220 ory, combined with a limited palliative care workforce, means that new models of care are needed.

221 ation and research, service delivery, health workforce, medical products and technologies, governance

222 o increase the number of existing healthcare workforce members involved in the care of PLWH), share-t

223 quantitative measure of overwinter decline (workforce mortality) of honeybee colonies in the field.

224 did not involve the scale-up of the surgical workforce needed to address unmet needs of essential sur

225 py of liver diseases and training may impact workforce needs.

226 ial strategies for addressing these critical workforce needs.

227 ications of trade agreements for the nursing workforce, nursing practice and public health using as a

228 of international importance for the nursing workforce, nursing practice and public health.

229 Six key themes relevant to nursing workforce, nursing practice or public health were 1.

230 th-often with large informal and unregulated workforces-occupational exposures continue to impose a h

231 s to disproportionately impact the invisible workforce of postdoctoral researchers (postdocs).

232 study from the Board on Higher Education and Workforce of the National Academies of Sciences, Enginee

233 The workforce of the NHS is heavily reliant on EU staff.

234 supporting the training and education of the workforce of tomorrow requires new emphases on analytica

235 ted transformations to maximize the HIV care workforce or improve client engagement.

236 resented a major unanticipated stress on the workforce, organizational structure, systems of care, an

237 outcomes at the levels of our patients, our workforce, our work practices, and sustainability.

238 tainable increase of the biomedical research workforce over the past 3 decades.

239 re known, and a variety of metrics including workforce participation and school enrolment.

240 a profile of the current biomedical research workforce, performed labor gap analyses of occupations i

241 Health Education England's Cancer Workforce Plan prioritises expansion of cancer nurse spe

242 sed to optimise service provision and permit workforce planning to care for patients with different s

243 load in the last five years, with meticulous workforce planning, senior doctor provisions and careful

244 , culturally competent health and healthcare workforce prepared to meet the challenges of delivering

245 oday's increasingly technological society, a workforce proficient in science, technology, engineering

246 , the world will need 1 272 586 new surgical workforce providers to meet a surgical workforce density

247 GOs) play a substantial part in the surgical workforce, providing surgical care for those who are wit

248 The 2014 NIH Physician-Scientist Workforce (PSW) Working Group report identified distress

249 t experienced early-life factors that reduce workforce readiness, including low education and poor me

250 from a combination of unprecedented demand, workforce reconfigurations, and government austerity mea

251 e desperation/privilege effect (differential workforce reentry after pregnancy), the reproductively u

252 hics of the emerging critical care physician workforce reflect underrepresentation of women and racia

253 e inclusive excellence within the scientific workforce reflected by creating and sustaining environme

254 ovider-related factor subthemes were nursing workforce related ("nurse attrition," "inexperienced wor

255 , faces structural challenges related to its workforce, reporting structures, compensation, research

256 s have significance for future work aimed at workforce retention and improving quality of care for ps

257 have implications for policymakers and STEM workforce scholars; whereas parenthood is an important m

258 The long-term care workforce shortage and weak quality assurance are concer

259 Significant workforce shortages and economic pressures have led to t

260 ased on personal characteristics; correcting workforce shortages, including the undersupply of primar

261 up the surgical workforce in countries with workforce shortages.

262 stions about how this crucial section of the workforce should be developed.

263 tribution rather than changes in the overall workforce size.

264 t sustainable laboratory systems and develop workforce skills in 4 African countries.

265 experienced dramatic changes since the last workforce study in hepatology over 15 years ago.

266 se changes that have occurred since the last workforce study in the prevalence and therapy of liver d

267 A workforce study of hepatology providers in the United St

268 y and propose the next steps in conducting a workforce study.

269 part of their career paths ensures a strong workforce that able to tackle public health issues.

270 rams, thus generating a critical sustainable workforce that can advance the much-needed translation o

271 vs. 31% and 49%, respectively) and an aging workforce that is less likely to be in private practice.

272 loser to the vision of achieving an oncology workforce that reflects the demographics of the US popul

273 the scale of inequalities in the healthcare workforce, there is a gap in our understanding about the

274 rated expansion of health infrastructure and workforce through an innovative community-based delivery

275 rs to achieve them; reform the workplace and workforce to be more gender-equitable; fill gaps in data

276 rovide insight that will allow the chemistry workforce to continue to make steps forward in attaining

277 ies, education and organisation of a skilled workforce to deliver of high-quality care in clinical pr

278 the development of a skilled and deployable workforce to implement eradication activities across the

279 ilitate the growth and development of the ID workforce to meet emerging scientific, clinical, and lea

280 aff retention and developing capacity in the workforce to provide expert dementia care was that despi

281 ighly trained individuals train an available workforce to provide necessary care in low-resource sett

282 th system inputs (eg, health expenditure and workforces) to the GBD outputs in 2015 to address underl

283 the areas of data and surveillance; clinical workforce training and patient education; telehealth; co

284 tudes of ward managers to additional support workforce training, and their need to balance this again

285 ; financing and resources; criminal justice; workforce, training, and research; and beliefs about men

286 We analyzed workforce trends, integrating both traditional labor mar

287 lexity inherent in diversifying the research workforce underscores the need for a rigorous scientific

288 ences in the academic allergy and immunology workforce using multilevel logistic regression models.

289 availability patterns of the women's health workforce varied regionally in 2017.

290 interest in the "graying" of the biomedical workforce, we examine aging and funding within the pool

291 To improve the diversity of the scientific workforce, we should not penalize researchers who are un

292 ons made by the unique differences among our workforce which make us stronger, smarter, and better pr

293 les to achieving diversity in the biomedical workforce, which create challenges at the levels of recr

294 ces and increases the skills of our existing workforce while maintaining high-quality clinical standa

295 ker effect (women with live births leave the workforce, while women with nonlive births do not), and

296 fected by cancer and members of the oncology workforce who identify as SGM: (1) patient education and

297 Optimizing the modern Cardiac ICU workforce will require greater efforts to promote and su

298 iagnosis, quality management, and laboratory workforce with substantial gains made in each of these a

299 initiatives to attain a more gender-balanced workforce with the introduction of family friendly polic

300 and perspective of a survey of critical care workforce, workload, and burnout among the intensivists