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This article considers the literature on threats made by individuals, with particular reference to threats made by patients against health care workers. This is the second of two parts, and concerns the characteristics of those who threaten and the impact of the threats on the victims. It considers threats as predictors of, and part of, the escalating process which leads to further violence.

This article considers the literature on threats made by individuals, with particular reference to threats made by patients against health care workers. It is in two parts. The first part considers the definitions and classification of threats, the prevalence of threat‐making and suggestions for assessment and management. The second part concerns the characteristics of those who threaten and the impact of the threats on the victims, and considers threats as predictors of, and part of, the escalating process which leads to further violence.

This study aims to deepen the understanding of the challenges and implications entailed by deploying mobile clinics in conflict zones to reach populations affected by violence and cut off from health-care services.

This research combines an integrated literature review and an instrumental case study. The literature review comprises two targeted reviews to provide insights: one on conflict zones and one on mobile clinics. The case study describes the process and challenges faced throughout a mobile clinic deployment during and after the Iraq War. The data was gathered using mixed methods over a two-year period (2017–2018).

Armed conflicts directly impact the populations’ health and access to health care. Mobile clinic deployments are often used and recommended to provide health-care access to vulnerable populations cut off from health-care services. However, there is a dearth of peer-reviewed literature documenting decision support tools for mobile clinic deployments.

This study highlights the gaps in the literature and provides direction for future research to support the development of valuable insights and decision support tools for practitioners.

Current and foreseeable challenges facing the UK′s National Health Service are calling for new personnel management roles and responsibilities for both line managers and human resource professionals. The existing system of training for human resource professionals needs to change to support these new performance expectations. Identifies seven features of a more appropriate system and four key themes. Discusses the potential contribution of National Vocational Qualifications (NVQs) and the need for a new relationship between NHS employers, academics and learners. Draws conclusions for the training of all professionals who may work in the future NHS.

The purpose of this article is to provide a general review of the health-care needs in Kenya which focuses on the role of community engagement in facilitating access and diminishing barriers to quality care services. Health-care concerns throughout Kenya and the culture of Kenyan’s health-care practices care are considered.

A comprehensive review covered studies of community engagement from 2000 till present. Studies are collected using Google Scholar, PubMed, EBSCOhost and JSTOR and from government and nongovernment agency websites. The approach focuses on why various populations seek health care and how they seek health care, and on some current health-care delivery models.

Suggestions for community engagement, including defining the community, are proposed. A model for improved health-care delivery introduces community health workers (CHWs), mHealth technologies and the use of mobile clinics to engage the community and improve health and quality of care in low-income settings.

The results emphasize the importance of community engagement in building a sustainable health-care delivery model. This model highlights the importance of defining the community, setting goals for the community and integrating CHWs and mobile clinics to improve health status and decrease long-term health-care costs. The implementation of these strategies contributes to an environment that promotes health and wellness for all.

This paper evaluates health-care quality and access issues in Kenya and provides sustainable solutions that are linked to effective community engagement. In addition, this paper adds to the limited number of studies that explore health-care quality and access alongside community engagement in low-income settings.

More and more people are receiving care while living in their own homes, a far greater number than are in residential and nursing home care, and in some cases with more complex needs. Yet there persists an image of home care as a very basic activity needing little or no training and in volving no career pr ogression. This image will have to change radically if registered providers are to meet the new national regulatory standards and if there is to be sufficient staff recruitment to meet the ever increasing demand for home care. This article sets out ways in which provider or ganisations can respond to these changes, particularly by building staff development and training strategies. Such strategies must recognise the growing importance and complexity of home care and take special account of the need for staff to gain vocational qualifications. Home care must be seen as offering professional career opportunities, not just a job. The article concludes that the future will lie in bringing care to the people who need it, rather than bringing people to the care.

This paper considers future developments for Addictions Nursing. The aim of this paper is to provide a personal vision of two possible developments for Addictions Nurses, which will promote greater global working and improve the care received by service users and communities. The paper addresses the threats to public health posed by substance misuse, the wide number of diverse roles nurses undertake in addressing the problems which arise, and makes a number of suggestions about the development of nursing to maximise its impact on public health. The paper makes a number of recommendations:▪ promote international collaboration to develop the effectiveness of Addictions Nurses — by the strategic use of Work‐Based Learning and Rotation Schemes via ‘The Spiral of Excellence Model of Rotation Schemes’ (www.nurserotation.com)▪ promote international collaboration to develop Addiction Nurse prescribing using the ‘ABC Model of Addictions Nurse Prescribing’▪ Network Addictions Nurse Organisations — use the ‘AMM‐IN’ model of working, and support the work of The International Network of Nurses (TINN) Interested in Alcohol, Tobacco and Drug Misuse (www.tinnurses.org)▪ actively influence ICN, WHO, UN to promote public health approaches to substance misuse▪ promote service user and carer involvement in decision‐making▪ challenge the ‘divide and conquer’ approach to substance misuse — ‘tobacco, alcohol or drugs model of disease promotion yet again’ ie the ‘TAD‐DPY’ approach▪ actively challenge short‐termism in strategic workforce development, and in particular the ‘AM‐HRD’ model of human resource development.

To assess the relationship between quality management and employee commitment.

Analysis of the state of affairs with respect to (T)QM programs in The Netherlands based on the literature and interviews with key informants.

Description of an approach that tries to integrate employee commitment and quality management based on the concept of employees' psychological contracts with their organization (ideas about mutual obligations between them and their employer).

The interviews with key informants provide limited information: the study is done in only one country. Research in a broader context and on a larger scale would give a more general overview.

The crucial factor in making quality management work can better be described by “quality fails when employees' psychological contracts are neglected” than by “quality fails when the system fails”.

This paper highlights the essential relationship between quality management and employee commitment and offers suggestions on how to approach this issue.

To describe, analyze, and compare two long-term care (LTC) systems for elders in Germany and Israel.

Secondary analyses of data on LTC beneficiaries, structure of service provision and content analyses of policy documents in a comparative perspective based on the Esping-Andersen welfare state typologies.

Descriptive background of demographic attributes in the two countries; discussion of LTC development laws which in Israel focuses on “aging in place” concept, where in-kind services are geared only to community-dwelling frail elders while in Germany it’s for community and institutionalized elders. Analyses of various service types provided their use, resources invested, and benefits incurred for frail elders and their family caregivers.

The advantages and shortcomings of the two systems were analyzed with recommendations for future developments. Such comparisons across nations can inform social policy debates in Germany and Israel as to how to prepare for population aging. The originality of such comparison can shed light on issues for LTC service development in other countries.

To assess the relationship between quality management and employee commitment.

Analysis of the state of affairs with respect to (T)QM programs in The Netherlands based on the literature and interviews with key informants.

Description of an approach that tries to integrate employee commitment and quality management based on the concept of employees’ psychological contracts with their organization (ideas about mutual obligations between them and their employer).

The interviews with key informants provide limited information; the study is done in only one country. Research in a broader context and on a larger scale would give a more general overview.

The crucial factor in making quality management work can be better described by “quality fails when employees’ psychological contracts are neglected” than by “quality fails when system fails”.

This paper highlights the essential relationship between quality management and employee commitment and offers suggestions on how to approach this issue.