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The purpose of this paper is to describe and analyze conditions that influence how employees engage in healthcare quality improvement (QI) work.

Qualitative case study based on interviews (n=27) and observations (n=10).

The main conditions that influence how employees engage in healthcare QI work are professions, work structures and working relationships. These conditions can both prevent and facilitate healthcare QI. Professions and work structures may cement existing institutional logics and thus prevent employees from engaging in healthcare QI work. However, attempts to align QI with professional logics, together with work structures that empower employees, can make these conditions increase employee engagement, which can be accomplished through positive working relationships that foster institutional work, which bridge different competing institutional logics, making it possible to overcome barriers that professions and work structures may constitute.

Understanding the conditions that influence how employees engage in healthcare QI work will make initiatives more likely to succeed.

Healthcare QI has mainly been studied from an implementer perspective, and employees have either been neglected or seen as passive resisters. Weak employee perspectives make healthcare QI research incomplete. In our research, healthcare QI work is studied closely at the actor level to understand healthcare QI from an employee perspective.

Research concerned with standardization of the construction process has generally considered the challenges from only rational and instrumental perspectives. The purpose of this paper is to foreground a social perspective of this challenge. Specifically, the work of construction site managers is explored through a professional work lens in order to emphasize significant misalignments with the principles of standardized production in the construction industry.

Data are drawn from a longitudinal (2014–ongoing) case study of site managers’ work in a large Swedish construction company. The research design is characterized by an explorative approach, altogether consisting of 44 in-depth interviews at the site manager level (28) and at other managerial levels (16). All the interviews were transcribed verbatim and analyzed particularly to highlight two contrasting dominant discourses: “standardized construction production” and “site manager work.”

The findings show that site manager’s work is enmeshed with a particular type of professional expertise and identity that is ideologically crafted around a proclivity for free and independent work. It is outlined in detail how these social dimensions of work are enacted to form an ongoing (and successful) resistance to organizational initiatives that are based on principles of standardization.

This study improves our understanding of an unresolved social challenge that impedes the transformation toward more standardized construction production. It adds new perspectives and value to current research by reminding that (and how) significant changes in production processes also seriously implicate professional work.

To improve organization performance and service quality, managers will want to pay attention to the major drivers of professional satisfaction and effectiveness. By providing focused professional assessment and self‐management programs throughout an organization, managers can make a balanced investment in the satisfaction of their employees and customers.

Considerable research has been conducted into the outcomes of vocational lifelong learning (VLL) funding in terms of courses offered and their effectiveness, but much less into the work, professional development needs and careers of staff organising and delivering VLL programmes. The purpose of this paper is to investigate the career management and development needs of such university staff.

A survey was conducted of VLL professionals in higher education to establish the position and their future prospects.

A survey revealed that experienced VLL staff are being required, in some cases unwillingly, to move away from activities concerned with external training to take on work in areas such as technology transfer and general student recruitment. This development is likely to be to the detriment of VLL provision by universities.

VLL staff identify further knowledge of new developments in the field, stronger IT skills, and competence in conducting research as their major development needs.

The paper puts forward some concrete suggestions for improvements.

This study aims to explore the relationship between work–life balance and employee retention by examining the mediating role of psychological empowerment among software firms based in India.

The study collected 283 responses by using a structured questionnaire and interview method. Structural equation modeling (SEM) was used to validate the hypothesized research model for examining the consistency and sturdiness of the study variables by applying AMOS 20.

The result reveals that psychological empowerment partially mediates the relationship between work–life balance and the retention of professionals. This indicates that a high degree of psychological empowerment strengthens the relations between work–life balance and the retention of professionals.

The research outlined a best-fit model of psychological empowerment as a partial mediator among work–life balance and the retention of professionals. The study presents a set of sensible and practical aspects where work–life balance and retention of professionals can aid in developing and generating commitment to the organization which could offer new insights for software professionals, managers and practitioners.

This study emphasized that psychological empowerment helps in enhancing dedication, loyalty, integrity, allegiance and trustworthiness among employees, thus playing a role between work–life balance and the retention of professionals.

The central aim of this paper is to test a model in which work‐family enrichment is associated with lower levels of professional turnover through higher levels of job satisfaction and professional commitment.

The bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the hypotheses.

The findings show that nurses experiencing high levels of work‐family enrichment are likely to report lower intentions to leave their profession by virtue of their higher levels of professional commitment.

The research relies on a cross‐sectional design with a single source of data.

The research suggests that management should foster work‐family enrichment since this appears to be linked to decreased turnover intentions.

There is a shortage of nurses in Italy and many other countries, which has negative consequences for high‐quality nursing care and costs of the healthcare system, and the results of the present study suggest ways in which nurse retention could be improved.

This study contributes to work‐family literature by addressing the relationship between work‐family enrichment and professional‐related outcomes.

The purpose of this paper is to explore what organizations can do to facilitate the retention and advancement of women professionals into top leadership positions. A social exchange framework is applied to examine ways organizations can signal support for and investment in the careers of women professionals, and ultimately the long-term work relationship.

This paper employed a qualitative methodology; specifically, semi-structured interviews with 20 women executives, in primarily the US hospitality industry, were conducted. The interviews were recorded, transcribed, and content analyzed.

Organizations are likely to strengthen the retention of their female professionals if they signal support through purposeful, long-term career development that provides a sightline to the top, and ultimately creates more female role models in senior-level positions. Organizations can also signal support through offering autonomy over how work is completed, and designing infrastructures of support to sustain professionals during mid-career stages. Findings are used to present a work-exchange model of career development.

This research is an exploratory study that is limited in its scope and generalizability.

The proposed work-exchange model can be used to comprehensively structures initiatives that would signal organizational support to – and long-term investment in – female professionals and enable them to develop their career paths within their organizations.

Through offering a work-exchange model of career development, this paper identifies components of organizational support from a careers perspective, and highlights the factors that could potentially contribute to long-term growth and retention of women professionals.

Collaborative inter-agency working is of paramount importance for the public protection agenda worldwide. The purpose of this paper is to disseminate the findings from a research study on the inter-agency working within adult support and protection (ASP) roles in the police, health and social care.

This realistic evaluation study with two inter-related phases was funded by the Scottish Institute for Policing Research. This paper reports on Phase 1 which identified existing gaps in the implementation of effective inter-agency practice by reviewing the “state of play” in inter-agency collaboration between the police and health and social care professionals. In total, 13 focus groups comprising representatives from Police Scotland (n=52), Social Care (n=31) and Health (n=18), engaged in single profession and mixed profession groups addressing issues including referral and information exchange.

On analysing context-mechanism-outcome (CMO), gaps in joint working were identified and attributed to the professionals’ own understanding of inter-agency working and the expectations of partner agencies. It recommended the need for further research and inter-agency training on public protection.

This unique Scottish study successfully identified the inter-agency practices of health, social services and police. By means of a modified realistic evaluation approach, it provides an in-depth understanding of the challenges that professionals face on a day-to-day basis when safeguarding adults and informed strategic recommendations to overcome the barriers to good practices in organisational working. The methods used to determine CMO could benefit other researchers to develop studies exploring the complexities of multi-causal effects of cross-boundary working. The use of the same case study in each focus group helped to neutralise bias. However, the voluntary nature of participation could have resulted in biased perceptions. The limited numbers of health professionals may have resulted in less representation of health sector views.

This paper reports on a Scottish study that focused on the coordinated and integrated practices amongst the police, health and social services’ professionals who support and protect adult members of society at risk of harm and has implications for their practice.

Whilst the focus of this study has been on ASP, the conclusions and recommendations are transferable to public protection issues in many other contexts.

Studies on the joint-working practices amongst police and health and social services’ professionals who support and protect adult members of society at risk of harm are uncommon. This study investigated professionals’ perceptions of gaps and concerns pertaining to integrated working by means of a realistic evaluation approach. It recommended the need for further research and inter-agency training on public protection.

Professionals' accounts of working in challenging service environments bring into relief the tensions they experience in their work. An ethical dilemma where the wellbeing of a severely or profoundly learning disabled (LD) and highly dependent person is at stake is conceptually and emotionally challenging to those responsible for finding some resolution. This report develops the findings of empirical research described in an earlier paper on professionals' experiences of addressing serious ethical issues within their work with people with LD. We attempt to make clear how the ethical and policy frameworks to which they are accountable, their personal desire to improve the lives of people with LD and the relational aspects of their work raises strong feelings that make the work, at times, intolerable and at other times richly rewarding. Regardless, being in relation to the person with LD is prerequisite to making changes in their lives; therefore, the relational as well as procedural aspects of services provided by professionals need to be theorised. We offer a critique of these professionals' perspectives based on a distinction between instrumental and substantial rationalities, the latter being relatively absent in the managerial and scientific discourses within the NHS. This absence risks dehumanising clients and professionals and neglecting what is core to their work: the privilege of being with unique others, bearing witness to their histories and supporting them to live their lives.

This paper aims to explore how the introduction of new accounting information influences the understandings of cost-consciousness. Furthermore, the paper explores how managers use accounting information to shape organizational members’ understanding of changes, and how focusing on cost-consciousness influence professional culture within social services.

The paper is based on a case study, drawing on sensemaking as a theoretical lens. Top management, middle management and staff specialists at a medium-sized Danish municipality are interviewed.

The paper demonstrates how accounting metaphors can be effective in linking cost information and cost-consciousness to operational decisions in daily work practices. Further, the study elucidates how professionalism may be strengthened based on the use of accounting information.

The study is context specific, and the role of accounting in professional work varies on the basis of the specific techniques involved.

The paper shows how managers influence how professionals interpret and use accounting information. It shows how cost-consciousness can be integrated with social work practices to improve service quality.

The paper contributes to the literature on how accounting information influences social work. To date, only a few papers have focused on how cost-consciousness can be understood in practice and how it influences professional culture. Further, the study expands the limited accounting metaphor research.