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India has been on the pathway of improvement concerning healthcare and health outcomes of its population. However, India must overcome its unique challenges and cover a long journey ahead. This mandates a need for a high-quality, contemporary and community-based health system that promises consistent and quality healthcare, is trusted and valued by all its citizens, considers the changing population needs and should be affordable and accessible.

The study examines various dimensions and elements associated with the integrated healthcare system in India and uses input, process and output structural measures.

The present paper proposes an integrated, comprehensive healthcare system in India that endorses participation from diverse stakeholders such as the government, organizations, the community and individuals who can contribute uniquely. It also focuses on defined and measurable output that can make health a topic of social movement or “Jan Andolan” and create a sustainable and integrated care system.

The study is unique as it focuses on the role of stakeholders in health care. The research emphasized the involvement of the government, community, people and organizations in developing an integrated healthcare ecosystem that includes modern technology, skilled employees, enough finance, governance, efficient delivery platforms and top-tier infrastructure. The model’s output is focused on healthcare that is inexpensive, accessible, available, accountable and user-centered. This would gradually improve everyone’s health and well-being.

The development and implementation of a provider collaborative (PC) represents an ambitious and complex piece of work to be delivered across a geographical area for a vulnerable patient cohort. The UK East Midlands Children and Adolescent Mental Health Services (CAMHS) PC was established in April 2021, and the current study aimed to explore the views of a variety of staff members about its functioning over the first twelve months. Specifically, it explored whether the intended aims has been achieved and identified the challenges that it faced during its introduction.

Feedback was collected through in-depth qualitative interviews and surveys with frontline (n = 20) and senior staff (n = 19) that were conducted to explore the experiences of a variety of stakeholders within the collaborative.

Two main themes were identified – the achievement of the key aims and the barriers to success. A thematic analysis has shown that whilst the aim of the PC is well intentioned and is generally welcomed by the multiple stakeholders across the geographical region, it is clear that changes are required in order to ensure the inception of an efficient care service that is able to achieve the ultimate goal of providing the ultimate goal of “right care at the right time”.

This is the first study, to the authors' knowledge, to explore collaborative working in CAMHs services. The study involved staff feedback from Phases 1 and 2 of a 4-years-long evaluation. The findings demonstrate the overall aims are being met as well as identifying areas of concern; this, in turn, allows the authors to develop a series of recommendations to implement and improve collaborative working before assessing their impact in the subsequent phase.

This paper delves into the enduring influence of Linda Tuhiwai Smith’s groundbreaking work, “Decolonizing Methodologies: Research and Indigenous Peoples,” while examining how the concept of “struggle” has facilitated Māori-centric nursing education.

Utilizing a case study approach, a collaboration between Māori and non-Māori nursing academics describes the development of two Māori-centric postgraduate courses. This approach allows for an exploration of the contextual factors surrounding sites of “struggle” in course development and efforts towards decolonization and indigenization.

The evaluation of a Māori-centric postgraduate course is guided by Smith’s five key conditions for “struggle”. By illustrating the dynamic and intersecting nature of these conditions, the study reveals how various interests, tensions and relationships intersect within academia. We further show how the team actively sought viable solutions to strengthen the Maori nursing workforce and those nurses serving Maori communities through the development of tailored courses.

This case study offers a unique perspective on the tensions inherent in the struggles faced by Māori women and their allies, who utilize cultural frameworks as sites of resistance within Western institutions. We highlight how education can carve out new spaces for Māori within their cultural context and the broader academic sphere. Inspired by Smith’s work, this dialogue transcends academic boundaries, echoing the values, knowledge and experiences of Indigenous peoples marginalized by colonialism.

The recommended public healthcare infrastructure and human resources are essential to deliver healthcare services, particularly in tribal areas, as the country’s tribal population depends mainly on the public healthcare system for their medical needs. India has a substantial share of the tribal population, accounting for approximately 9% of the total population. The paper reviews the state of public healthcare infrastructure and human resources in tribal areas for a period that spreads over a decade.

The paper relied on data from the Government of India’s Rural Health Statistics (RHS) reports (2011–2012 and 2021–2022). From these reports, data on the physical infrastructure and human resources in the tribal areas were extracted. The extracted data were compiled and analyzed using Microsoft Excel.

The analysis showed that the improvement in public healthcare infrastructure and human resource situation in tribal areas of the country was not commensurate with the tribal population growth seen in the last decade. As a result, the average population covered by a health facility was greater than the prescribed norms in the tribal-dominated geographies. The health worker-population ratio at the primary healthcare level was also higher than the national norms. However, there was a substantial improvement in the doctor-population ratio at the primary health center level. In comparison to tribal-lean states, tribal-dominated states faced the concurrent challenge of a growing population and strained healthcare facilities and human resources. As a result, the healthcare infrastructure and human resource gap continued in the tribal-dominated states of the country. The gaps in health infrastructure and human resources in tribal-dominated states must be addressed as a priority under the health infrastructure strengthening efforts to ensure that the tribal population receives and has access to quality health care from publicly funded health facilities, leading to improved health outcomes in the tribal population and the achievement of the sustainable development goals (SDGs).

We have not come across any paper that has carried out pancountry analysis of healthcare infrastructure and human resources in tribal areas.

Gender equality is an important issue targeted all around the world, see, for example, the Gender Equality Strategy articulated by the European Union (EU). These goals were hindered by COVID-19, which caused a well-documented she-cession: females were hit harder than males. This paper shows that a “sisterhood behaviour” can mitigate the effects of the she-cession: female decision-makers were more likely to favour other females in recruitment and retention.

Motivated by theories from psychology and industrial demography, we hypothesise a so-called sisterhood effect or homophily: female decision-makers are more likely to favour other females in recruitment and retention. We use firm-level survey data from 19 European countries collected before and during the first wave of the COVID-19 pandemic, and we apply a difference-in-differences methodology to test the hypothesised sisterhood behaviour.

Our study finds that in firms where the top manager was a woman, gender discrimination was less likely or even not at all presented, i.e. COVID-19 did not decrease the proportion of female employees.

The results suggest that promoting gender equality in leadership dimensions can also moderate discrimination at the level of the employees. Therefore, in a wider context, gender equality goals are interrelated.

To the best of the author’s knowledge, this paper is the first attempt to analyse the existence of the theories mentioned before in a manager – employee relationship using firm-level data from the COVID-19 period.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Mental health in the workplace is becoming an important focus at a time when many industries and businesses are struggling to deal with the instability and fragility of the global economy.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The purpose of this study was to investigate restaurant and foodservice workers’ perceptions of working with a service robot and the extent to which the workers’ well-being was impacted by a mandated service robot adoption.

This study used a qualitative methodology where 42 US restaurant and foodservice workers from two organizations were interviewed. The data analyzed generated 1,302 coded segments that clustered into six overarching themes.

The findings from this research revealed that restaurant and foodservice workers who regularly use service robots in the dining room experience a complex set of issues and challenges related to robot reliability, management training and support, leveraging the robot to entertain the customer, feelings of dread, anger and frustration, and indications of decreased physical exertion as a proxy for well-being.

As an initial qualitative investigation, the results of this study can be used as a starting point for quantitative investigations, as well as informing restaurant and foodservice industry stakeholders as to the best practices for a comprehensive and successful service robot adoption and integration.

This research presents an intersection between service robot technology acceptance with worker well-being using a broad range of frameworks including National Institute for Occupational Safety and Health’s Future of Work, SERVQUAL and technology acceptance models to gain a deep and rich set of service worker perspectives.

本研究旨在调查餐厅和餐饮服务工作人员对与服务机器人合作的感知, 以及服务机器人采用对工作人员福祉的影响程度。

本研究采用定性方法, 对来自两家机构的42名美国餐厅和餐饮服务工作人员进行了访谈。分析的数据生成了1,302个编码段, 分为六个总体主题。

本研究的发现显示, 餐厅和餐饮服务工作人员在餐厅使用服务机器人时经历了一系列与机器人可靠性、管理培训和支持、利用机器人娱乐顾客、恐惧、愤怒和挫折感、以及作为福祉代理的身体活动减少相关的复杂问题和挑战。

作为初步的定性调查, 本研究的结果可作为定量调查的起点, 并向餐饮服务行业的利益相关者提供有关全面和成功采用和整合服务机器人的最佳实践。

本研究将服务机器人技术接受与工作人员福祉相结合, 利用包括NIOSH的未来工作、SERVQUAL和技术接受模型在内的广泛框架, 获得了丰富多样的服务工作者观点。

This study investigates human resource (HR) professionals' experiences during the COVID-19 pandemic.

The study involves in-depth, semi-structured interviews with 37 HR professionals purposefully selected based on their prior involvement in managing pandemic-related challenges.

The findings reveal that HR professionals faced intensified organizational demands, leading to expanded job roles, increased workload, a change in pace and emotional pressures. However, participants exhibited resilience by drawing from and creating various job resources to cope with these demands. Our findings also show that despite HR professionals being central to creating workplace support and wellness initiatives, their well-being needs were often overlooked as they prioritized supporting others.

The study contributes to research on the experiences of HR professionals during the pandemic and to job-demands resources (JD-R) theory by incorporating context-specific demands, resources and coping strategies specific to HR professionals.

Lessons learned for organizations and HR professionals are discussed in relation to creating conditions of organizational support and resource availability for HR professionals.

This study extends research on the mental health and well-being of HR professionals during the pandemic by providing a novel lens on linkages between job demands, job resources and self-regulation strategies.

Literature and research are emerging in an effort to contribute to strategy development and implementation to address these challenges. Currently, there is no readily identified study that combines examination of both academic and grey (i.e. media, government, and non-government reports) literature in a recent time frame (2019–2023) focused specifically on identification of the factors that influence attrition and retention rates; or detailed studies that have evaluated the implementation of strategies to address these challenges within the law enforcement and policing employment field. The study presented in this article seeks to add to the body of knowledge informed by recent (2019–2023) literature and in parallel offer insight into the critical areas of influence to be considered by police and law enforcement decision-makers.

The study utilised the PRISMA-P concept for systematic reviews as a general guide for identifying appropriate literature which revealed a total of 37 academic peer-reviewed articles and 21 grey literature documents contributing to identification of five overarching areas influencing attrition and retention.

The study identified the following factors contributing to attrition and retention: Job satisfaction and organisational factors; Supervision; Work-life balance; Recruitment, Training and Officer expectations; Financial compensation and job alternatives. There are differences in factors between this study and previous studies, i.e. recruitment strategies related to officer expectations was identified as a contributing factor. These additional factors offer a further contribution to future policy and strategy deliberations and implementations to address the workforce levels within police agencies.

Future research endeavours may include examining the outcomes of strategic endeavours addressing the five core influencing factors for retention of law enforcement and police officers.

The identification of these five factors drawn from the literature review offers potential direction/areas of concentration for law enforcement and policing agencies to direct their efforts in addressing retention and attrition of staff.

Currently, there is no readily identified study that (a) combines examination of both academic and grey (i.e. media, government and non-government reports) literature in a recent time frame (2019–2023) focused specifically on identification of the factors that influence attrition and retention rates; or detailed studies for addressing these challenges within the law enforcement and policing employment field. The study presented in this article seeks to address this gap in the literature and in parallel offer insight into the critical areas of influence to be considered by police and law enforcement decision-makers.

This case study is based on the Women in Agri-Tech programme, a teacher professional development programme that aimed to build teachers’ capabilities to use Agri-Tech in their agriculture/STEM classes to increase student awareness of agriculture technology and its associated career paths. Teachers and agriculture industry partners co-created Agri-Tech modules, which were implemented and evaluated from teachers’ and students’ perspectives. This paper demonstrates how work-related learning that emphasises technology can increase the visibility of career pathways and how multi-stakeholder benefits can evolve from teacher–industry partnerships.

An action research design using quantitative and qualitative methods was used to construct this case study. Data collection methods included surveys, interviews, peer evaluation and teacher reflections.

Teacher professional development that incorporates teacher-industry partnerships can increase teachers’ self-efficacy and build confidence to support authentic work-related learning in their classes. Integrating technology into agriculture/STEM classes can increase the visibility of agriculture career paths for students, which is critical given the serious skills shortage in this sector.

This study is limited in that the Women in Agri-Tech professional development programme was one standalone programme tailored specifically for women agriculture/STEM teachers through a competitive process. However, the beneficial implications of such programmes that support teacher–industry engagement have far-reaching benefits. Teacher professional development programmes that provide opportunities to partner with industry can support improvements in integrating career-aligned learning into the curriculum and can specifically address industry skills and knowledge gaps by addressing school-based learning requirements for the future workforce.

This paper contributes to the literature on education–industry partnerships and considers how teachers can contribute to an early intervention sector workforce development strategy for future industry sustainability.