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The Arguments and Dynamics Around a Gerontologist License: A Qualitative Study
No full textPopulation aging challenges communities to establish appropriate services and supports to meet the needs of the growing number of older adults. Gerontologists are professionals and academics with a graduate degree in gerontology who have received education in core aging competencies. U.S. states have not established a licensing process for gerontologists, which hinders their ability to secure positions currently held by licensed social workers in aging services; however, there is a shortage of social workers and gerontologists are a viable solution for filling the supply gap. The impetus to credential practitioners in the field of health services stems from the need to ensure professional competence and integrity as well as to establish formal procedures for accountability. This concept is known as fitness to practice. Ohio regulations mandate area agencies on aging to employ only licensed nurses and social workers to provide case management services; however, Pennsylvania and New York do not have the same restrictions on the credentials of direct-service personnel. The aim of this study was to better understand Ohio, Pennsylvania, and New York participants’ interpretation of fitness to practice and the role of gerontologists in aging service delivery. Convenience sampling was employed to collect data through semistructured interviews with aging services administrators, and a comparative analysis was conducted to evaluate themes across the 3 states. The findings suggested that either licensure or robust training coupled with policies and procedures are both worthwhile pathways for ensuring the fitness to practice of aging services case managers, including gerontologists. An essential precursor to both pathways is a well-established scope of practice, standards of practice, and code of ethics for gerontologists, which should be defined by a community of practice that consists of key stakeholders. These stakeholders should be united in the goal of advancing the professionalization of gerontology
Reducing Inpatient Readmissions For Veterans With Severe Mental Illness And Substance Abuse Diagnosis
No full textFor veterans with severe mental illness who are engaged in outpatient treatment, symptoms worsening to the extent that hospital readmission is considered an undesired outcome that, both veterans and their treating providers try to prevent. The factors that influence the likelihood of hospital readmission post-discharge are not well understood. This study aimed to examine the level of post-discharge engagement (appointment attendance), level of patient and provider communication, and level of transportation as a barrier to engagement. These variables may have the likelihood to predict hospital readmission rates. Utilizing a quantitative methodology approach allowed for the analysis of these variables as predictors of hospital readmission rates
The Effect Of Trait Emotional Intelligence Training on Emotional Self-Efficacy and Universality Diverse Orientation
No full textCurrently, a diverse labor force has created a changing paradigm for organizations. The demographics of the traditional workforce has shifted to embrace a more heterogeneous mix of employees, values, and cultures of varying norms. Organizational leaders are tasked to understand employees’ well-being, perception of diversity and inclusion to guide their ability to think, act and resolve conflict in situations requiring social awareness and self-management. The study was intended to examine how trait emotional intelligence (EI), an understanding and self-perception of emotions, contributes to universality diverse orientation (UDO), the ability to view similarities and differences in others. The focus was to understand how EI training could potentially enhance emotional self-efficacy or social interpersonal skills in diverse work environments. A quantitative research method with a quasi-experimental design for a randomized control-group pre-test post-test was used with a second component of a correlational approach. Results from the study indicated a statistically significant increase existed in the pre/post trait EI assessment for the experimental group versus the control group, respectively. There was also a statistically significant increase in UDO pre/post assessment for the experimental group only. Additionally, the correlation between EI and UDO pre/post score gains was deemed statistically significant for the experimental group, however the same relationship for the control group was determined to have no statistical significance. These findings can serve as an indirect indication that the EI training had some effect on the enhancement of the participants’ emotional self-efficacy and their social interpersonal skill of managing workplace diversity and relationships
Referral Management: An Exploration of the Timeliness of the Referral Management Protocol within an Accountable Care Organization (ACO) between Primary Care and Specialty Care
No full textAn Accountable Care Organization (ACO) was first created during the enactment of the Affordable Care Act (ACA) in 2010. An ACO is a group of physicians, hospitals, and other providers that voluntarily form together to coordinate a value-based care approach that handled the best quality of care for patients and delivers the right care at the right time. The appropriate means of communication between these various groups are through referral management and processing. This study used an exploratory qualitative approach to understand the perceived barriers around components impacting the timeliness of referrals between Primary Care providers and Specialists. In-depth interviews with 21 participants that represented departments of primary care, specialty care, and operations were conducted via Zoom or Microsoft Teams in gathering their understanding on the efficiencies, barriers, and root cause analysis as it pertains to the referral process. The interviews were transcribed verbatim, coded, and analyzed for major themes. ATLAS.ti Cloud software was used for coding analysis of the collected data. The three major components that were discussed during the interviews were regarding network management, operational excellence, and technology enablement. Six major themes and 16 sub- themes resulted from the interviews. Recommendations for the perceived barriers were included for future healthcare administrators operating ACOs
Individual Work Ethic And Job Satisfaction: A Correlational Study Using Self-Determination Theory
No full textThe problem facing organizations is that of high employee turnover and lack of employee engagement. The lack of employee commitment caused by skill shortages and economic growth undermines the organization\u27s ability to survive and compete. Previous work ethic and job satisfaction research have established a statistically significant positive correlation between reduced employee turnover and employee commitment. This quantitative research study uses a purposeful sample of MBA students to examine if and to what extent a relationship exists between work ethic and job satisfaction in Ho Chi Minh City, Vietnam. This population was selected because they are both students and full-time employees across multiple industries. Rather than rely on religious or cultural values, the study is based on Self Determination Theory (SDT), which provides a universal base to explore a possible relationship between an individual\u27s work ethic and job satisfaction. This theoretical perspective shifts the focus of traditional work ethic and job satisfaction values from cultural and religious to individual development as it interacts with the perceived opportunity. This research establishes a universal base that can apply across similar and dissimilar cultures. Finding from this data indicate a strong correlation between Employability Skills Assessment (work ethic) and job satisfaction A moderate correlation was established between the sub-factors of initiative, dependability, and interpersonal skills. Graduating students who master the necessary employability skills will be more successful according to the ESA scores and more likely to achieve job satisfaction
Community School Administrators’ Attitudes and Beliefs about Criminal Background Reviews During Enrollment Processes
No full textHigher education provides an opportunity for career development, enhanced societal contributions, and individual awareness of self and others. Individuals with criminal records represent a significant demographic struggling to access higher education due to barriers often created to address safety concerns (Bressler & Von Bergen, 2018). Although many institutions have initiatives to promote higher education access and success, the overreliance on criminal background data creates barriers and limitations to social engagement, including college enrollment. This doctoral research explores college administrators\u27 attitudes and beliefs about risk management, explicitly examining attitudes about the significance of accessing criminal history disclosures in the enrollment process. The qualitative, case study research explores college administrators’ views about criminal background checks as a risk mitigation practice. Participants of this research come from multiple Mid-Western community colleges; thus, the study does not aim to generalize findings beyond the individuals within the specific geographic setting. However, the insights gathered can help inform development toward removing unintended consequences while maintaining safety standards at other higher education institutions
The Powerful Pull of Work Well-Being
No full textJanine has more than 20 years of executive and management level experience in various business environments, as well as executive and leadership development coaching, career coaching and peer advisory groups. Janine works with leaders who want to improve their presence and effectiveness in order to increase employee commitment and business results. In this session, leaders will recognize the value in fostering a workplace where associates can strengthen themselves and recreate the culture around the five aspects of work well being: physical, mental, emotional, social and spiritual. Each of these five aspects has two characteristics that can be awakened, developed and measured.https://fuse.franklin.edu/leadership-events/1009/thumbnail.jp