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The aim of this study was to investigate the acceptability of 14 prioritisation criteria from nurses’, doctors’, local politicians’ and the general public's perspective. Respondents (nurses, n=682, doctors, n=837 politicians, n=1,133 and the general public, n=1,178) received a questionnaire with 16 imaginary patient cases, each containing 2‐3 different prioritisation criteria. The subjects were asked to indicate how important it was for them that the treatments in the presented patient cases be subsidised by the community. All respondents preferred treatments for poor people and children. With the exception of the doctors, the three other study groups also prioritised elderly patients. Treatment for institutionalised patients, those with self‐induced disease, diseases with both poor and good prognosis, and mild disease were given low priorities. Priority setting in health care should be regarded as a continuous process because of changes in attitudes. However, the best method for surveying opinions and ethical principles concerning prioritisation has not yet been discovered.

The purpose of this paper is to examine novel corporate governance-based determinants of risk disclosures among index-listed Finnish companies. Therefore the focus of the study is on explaining the board’s monitoring role in relation to corporate managers.

Firms’ risk disclosures are analysed in terms of their Quantity and Coverage. The authors focus on two board characteristics not examined in prior related literature: first, non-executive board members’ self-interested financial incentives, measured by their share or option ownership, and annual compensation and second, non-executive board members’ competence, measured by their experience in the company and managerial capability proxied by prior education. The sample is composed of the OMXH-25-listed firms, representing the most traded and followed firms among Finnish publicly listed companies.

The authors find that the risk disclosures of these firms can be explained by financial incentives (wealth and compensation) and competence-related factors (attrition rate and education). The results indicate that among the “best disclosers”, the narrative risk disclosures are, on average, on a high level, and variation in risk reporting is largely associated with board characteristics.

The relatively small sample size makes the results vulnerable to type two error. Further research could continue by examining the impact of board work on corporate disclosures across countries and disclosure items.

Board members’ financial incentives and competence impact the dynamism of board work. In this way, they are also associated with board members’ disclosure decisions.

This paper contributes to the extant literature by demonstrating the impact of previously unexamined board characteristics on the quality of the narrative risk disclosures of highly followed firms.

The purpose of this study is use a bibliometric analysis to explore the relational nature of knowledge creation in WFM in operations. Companies live under constant pressure to find the best ways to plan their workforce, and the workforce emangement (WFM) is one of the biggest challenges faced by managers. Relevant research on WFM in operations has been published in a several range of journals that vary in their scope and readership, and thus the academic contribution to the topic remains largely fragmented.

To address this gap, this review aims to map research on WFM in operations to understand where it comes from and where it is going and, therefore, provides opportunities for future work. This study combined two bibliometric approaches with manual document coding to examine the literature corpus of WFM in operations to draw a holistic picture of its different aspects.

Content and thematic analysis of the seminal studies resulted in the extraction of three key research themes: workforce cross-training, planning workforce mixed methods and individual workforce characteristics. The findings of this study further highlight the gaps in the WFM in operations literature and raise some research questions that warrant further academic investigation in the future.

Likewise, this study has important implications for practitioners who are likely to benefit from a holistic understanding of the different aspects of WFM in operations.

The purpose of this paper is to examine the relationship between patient safety culture and hospital performance using objective performance measures and secondary data on patient safety culture.

Patient safety culture is measured using data from the Agency for Healthcare Research and Quality’s Hospital Survey on Patient Safety Culture. Hospital performance is measured using objective patient safety and operational performance metrics collected by the Centers for Medicare and Medicaid Services (CMS). Control variables were obtained from the CMS Provider of Service database. The merged data included 154 US hospitals, with an average of 848 respondents per hospital providing culture data. Hierarchical linear regression analysis is used to test the proposed relationships.

The findings indicate that patient safety culture is positively associated with patient safety, process quality and patient satisfaction.

Hospital managers should focus on building a stronger patient safety culture due to its positive relationship with hospital performance.

This is the first study to test these relationships using several objective performance measures and a comprehensive patient safety culture data set that includes a substantial number of respondents per hospital. The study contributes to the literature by explicitly mapping high-reliability organization (HRO) theory to patient safety culture, thereby illustrating how HRO theory can be applied to safety culture in the hospital operations context.

This study aims to provide insight into the relationship between job resources (job control and possibilities for development at work) and employee performance, measured as employee productivity and technology-enabled performance, by examining the role of employee well-being (work engagement and emotional exhaustion).

The data comprised two overlapping data sets collected from a large financial institution; Study 1 employed survey data (N = 636), whereas study 2 employed register data on job performance collected over a one-year period combined with survey data (N = 143). The data were analysed through structural equation modelling.

Study 1 indicated that job resources were positively associated with technology-enabled performance more strongly through work engagement than emotional exhaustion. Study 2 revealed that emotional exhaustion was associated with lower employee productivity, whereas work engagement was not. Furthermore, the results indicated that job control was related to higher productivity through a lower level of emotional exhaustion.

The study's findings point to the importance of developing interventions that decrease emotional exhaustion.

This is one of the first studies to measure employee productivity longitudinally as a ratio of inputs (working time) to outputs (relevant job outcomes) over one year. This study contributes to the job demands–resources model (JD-R) literature by showing the importance of job control in fostering both employee productivity and more positive perceptions of technology.