Search Results (503)

Globally, timber production continues to dominate multiple-use forest management despite evidence from many managed landscapes that ecological integrity and biodiversity are not being sustained under that land-use model. This includes Algonquin Park where two centuries of road building, logging, and aggregate mining have contributed to a ~82% (6200 km²) reduction in unlogged, roadless (>1 km from roads) habitat at a mean decline rate of 32 km²/yr. There are at least ~5500 km of roads that fragment Algonquin Park into 732 roadless habitats covering 18% of the Park’s area. Almost 40,000 ha of these habitats are unprotected from logging. Decline of roadless habitat in Algonquin has contributed to the impairment of ecological integrity and decline of at least 34 species across all trophic levels, including at least 17 species-at-risk. Restoring the natural Algonquin Park landscape would result in job losses; however, data suggest that new recreation–tourism and research–education jobs would help to offset these losses. A new agency could build on existing infrastructure to monitor, research, educate about, maintain, and restore biodiversity and recreational resources in the greater Algonquin Park Region, with the park as the central hub. Restoration could be focused on roadless areas as an “integrative” indicator of ecological integrity. Full article

This study examines the determinants of talent retention in the hotel sector of Extremadura, a peripheral European region facing depopulation, labour scarcity and structural limitations that threaten the sustainability of its human capital base. Grounded in the Job Demands–Resources (JD-R) theory, the research analyses how a set of key labour resources, specifically professional training, organisational trust, job satisfaction and sustainability commitment, influence employees’ intention to remain in their organisations. These resources are conceptualised as organisational and motivational mechanisms that enhance employees’ capacity to cope with job demands and reinforce their attachment to the organisation. A quantitative survey was conducted with hotel-sector employees in Extremadura; 255 questionnaires were validated, and the proposed structural model was tested using SEM. The findings show that organisational trust is the strongest predictor of retention, followed by professional training and sustainability commitment, while job satisfaction also exerts a significant, though more moderate, effect. These results indicate that enhancing fairness perceptions, strengthening continuous training pathways and integrating sustainability-oriented values are essential strategies for retaining qualified personnel in territories with limited external opportunities. Rather than measuring human capital sustainability directly, the study shows that talent retention operates as a central empirical mechanism through which the sustainability of human capital can be supported in peripheral tourism economies. It concludes by highlighting the need for managerial practices that support transparent leadership, structured professional development and participatory sustainability initiatives, and encourages future research to incorporate longitudinal designs and direct measures of human capital sustainability. Full article

This study critically examines the technological feasibility, regulatory challenges, and societal acceptance of Pilotless Passenger Aircraft (PPAs) in commercial aviation. A mixed-methods design integrated quantitative passenger surveys (n = 312) and qualitative pilot interviews (n = 15), analyzed using SPSS and NVivo to capture both statistical and thematic perspectives. Results show moderate public awareness (58%) but limited willingness to fly (23%), driven by safety (72%), cybersecurity (64%), and human judgement (60%) concerns. Among pilots, 93% agreed automation improves safety, yet 80% opposed removing human pilots entirely, underscoring reliance on human adaptability in emergencies. Both groups identified regulatory assurance, demonstrable reliability, and human oversight as prerequisites for acceptance. Technologically, this paper synthesizes advances in AI-driven flight management, multi-sensor navigation, and high-integrity control systems, including Airbus’s ATTOL and NASA’s ICAROUS, demonstrating that pilotless flight is technically viable but has yet to achieve the airline-grade reliability target of 10⁻⁹ failures per flight hour. Regulatory analysis of FAA, EASA, and ICAO frameworks reveals maturing but fragmented approaches to certifying learning-enabled systems. Ethical and economic evaluations indicate unresolved accountability, job displacement, and liability issues, with potential 10–15% operational cost savings offset by certification, cybersecurity, and infrastructure expenditures. Integrated findings confirm that PPAs represent a socio-technical challenge rather than a purely engineering problem. This study recommends a phased implementation roadmap: (1) initial deployment in cargo and low-risk missions to accumulate safety data; (2) hybrid human–AI flight models combining automation with continuous human supervision; and (3) harmonized international certification standards enabling eventual passenger operations. Policy implications emphasize explainable-AI integration, workforce reskilling, and transparent public engagement to bridge the trust gap. This study concludes that pilotless aviation will not eliminate the human element but redefine it, achieving autonomy through partnership between human judgement and machine precision to sustain aviation’s uncompromising safety culture. Full article

Practices with medical cyclotrons to produce PET radiopharmaceuticals in Latin America represent a technological advance for the diagnosis and treatment of diseases such as cancer, but they involve occupational risks due to exposure to ionizing radiation. This study evaluates the perception of risk in 46 radiopharmacy service workers in 13 countries in the region (Argentina, Bolivia, Brazil, Chile, Colombia, Costa Rica, Cuba, Ecuador, Mexico, Peru, Portugal, Dominican Republic and Venezuela), analyzing differences by gender and age. The questionnaire, validated by reliability analysis (Cronbach’s coefficient α > 0.7), was statistically analyzed with means, standard deviations (SD) and standard errors (SE), 95% confidence intervals (Student’s t-distribution), and coefficients of variation (CV) to assess the dispersion of each variable. The results reveal general underestimation in dimensions such as reversibility of consequences (SD = 0.7142, SE = 0.1053) and familiarity (SD = 0.8410, SE = 0.124), promoting complacency, while immediacy of consequences shows overestimation (SD = 0.9760, SE = 0.1439), amplifying anxiety. By gender, women tend to overestimate (e.g., immediacy = 2.5) and men underestimate (e.g., confidence = 1.78); by age, young people (26–45 years old) overestimate more than older people (≥46 years old). These deviations, with high QoL indicating heterogeneity, suggest interventions such as continuous training, real-time monitoring, and communication campaigns to balance perception. Practical recommendations include job rotations to reduce underestimation due to familiarity and simulations to mitigate emotional overestimation, which are aligned with IAEA regulations (GSR Part 3, SSG-46) to promote a sustainable safety culture. Full article

This systematic review on teachers’ Personalized Continuing Professional Learning (PCPL) frameworks explores integrating core professional competencies with core job-related components. Findings across 43 studies identify effective PCPL frameworks, emphasizing adaptability, interdisciplinary collaboration, reflective practice, and digital tools for self-assessment and growth. Key challenges include resource constraints, institutional rigidity, and the need for career-stage-specific support. Adaptive strategies for diverse teaching contexts are discussed. A self-assessment multidimensional model is proposed to set personalized professional goals and align their development with broader educational needs. Findings have practical implications for policy and practice, highlighting how PCPL can foster continuous growth and improved teaching efficacy. Full article

Factory announcements for battery production are increasing in number as European demand for battery cells grows. Using a Monte Carlo simulation (108 projects as of October 2025) with risk factors for individual projects, the predicted theoretical production capacity for lithium-ion batteries in Europe will rise to 1.1–1.5 TWh, enabling a real production output of 0.8–1.0 TWh by 2030. Our analysis suggests necessary cumulative investments in battery cell gigafactories of 36–139 billion euros by 2030. The industrial output of LIB cells in 2030 will have a value of 35–99 billion euros, of which the market size of battery production is around 6–17 billion euros. Furthermore, 43,000–174,000 direct jobs could be created, with the strongest impacts seen in Eastern Europe by the end of the decade. The raw material demand generated by this industry rises steeply: lithium will rise from 14 kt in 2025 to 47–133 kt, and nickel from 83 kt to 226–640 kt by 2030, implying continued import dependencies. The energy demand of European cell production will be 8.4–19.9 TWh in 2030. Furthermore, CO₂ emissions of cell production will be 1.6 to 3.7 Mt CO₂-eq in 2030. The volume of production scrap is estimated at 160–398 kt in 2030, creating near-term demand for recycling capacities. Full article

Even though many nations invest heavily in education to boost economic growth and development, evidence continues to show that university graduates struggle to find employment and eke out a living, obscuring our understanding of the true value of education. Comprehending the experiences of university graduates can assist in determining the support needed for their personal and economic growth. However, research in Zimbabwe on the experiences of graduates after university education is limited. This study explores the experiences of 14 university graduates, drawn from one university in Zimbabwe, who were in their fifth year after graduating. Data were generated from semi-structured interviews and analysed through the lens of credentialism theory. Findings revealed a significant discrepancy between education and employment wherein the value of education is being re-evaluated by people, with many questioning the assumption that higher education guarantees job opportunities. The disconnect highlights the need for policymakers to reassess the way education is delivered and aligned with labour market needs. The study proposes that universities should draw insights from industry leaders when crafting their curriculum and determining enrolment figures. The research extends scholarship on the interplay between education and employment, thereby guiding educational policy formulation in developing countries. Full article

Background/Objectives: This study explored end-of-life care stress, attitudes toward end-of-life care, and end-of-life care performance as predictors of job satisfaction among hospital nurses. Methods: A descriptive cross-sectional design was employed to assess job satisfaction among nurses with end-of-life care experience in tertiary and general hospitals in South Korea. A convenience sample of 215 nurses was recruited. Eligibility criteria included at least 3 months of experience as a direct care nurse and having provided care to terminally ill patients at least once. Data were collected through an online survey. The study variables included end-of-life care stress, attitudes toward end-of-life care, end-of-life care performance, and job satisfaction. Data were analyzed using descriptive statistics, ANOVA, Pearson correlation coefficients, and hierarchical regression analysis. Results: Attitudes toward end-of-life care (β = 0.277, p < 0.001) and end-of-life care performance (β = 0.339, p < 0.001) were significant predictors of job satisfaction, with being enrolled in a master’s nursing program (β = 0.228, p < 0.001) also contributing positively. End-of-life care stress showed no direct association with job satisfaction. The final model explained 29.4% of the variance in job satisfaction (adjusted R² = 0.294). Conclusions: End-of-life care performance was the strongest predictor of job satisfaction, suggesting that nurses’ perceived competence enhances professional fulfillment. Positive attitudes toward end-of-life care further strengthen satisfaction. Continuous education and supportive organizational environments are essential to enhance nurses’ competence, attitudes toward end-of-life care, and quality of end-of-life care. Full article

Background/Objectives: Emergency healthcare professionals are continually exposed to high clinical and organizational demands that compromise their mental, physical, and occupational health. This systematic review and meta-analysis examined the prevalence and interrelations of biopsychosocial and work-related health outcomes among emergency personnel, providing an integrated synthesis of recent empirical evidence. Methods: A systematic search of PubMed, Scopus, Web of Science, and CINAHL identified 6214 records, of which 50 studies met inclusion criteria and were analyzed (total n = 278,000 emergency professionals). Eligible studies (2020–2025) evaluated biopsychosocial outcomes (burnout, depression, stress, resilience, sleep quality) and occupational indicators (workplace violence, job satisfaction, effort-reward imbalance, engagement, turnover intention). Meta-analyses were conducted using random-effects models (DerSimonian-Laird method), producing pooled prevalence estimates for each outcome based on the number of studies that reported the corresponding variable. Risk of bias was assessed using the Joanna Briggs Institute tools, with most studies rated as moderate-to-high quality. Results: Pooled estimates showed fair self-perceived health in 44.0%, severe burnout in 10.7%, depressive symptoms in 35.1%, moderate-to-severe stress in 74.6%, and poor sleep quality in 40.1% of staff. Workplace violence affected 76.9% of professionals. Job satisfaction averaged 68.1%, turnover intention 62.1%, and effort-reward imbalance 61.9%. Resilience was predominantly moderate (33.9%). Considerable heterogeneity was observed; however, patterns were consistent across regions and professional roles. Conclusions: Emergency healthcare personnel face substantial biopsychosocial strain and occupational risks, driven by persistent structural pressures. Health systems should implement integrated organizational strategies to reduce violence, enhance psychological support, ensure safe staffing, and protect rest and recovery. Improving staff well-being is essential for maintaining a resilient and effective emergency care workforce. Full article

Quiet quitting—a subtle form of disengagement where employees withdraw discretionary effort—poses a growing challenge for healthcare organizations. It undermines workforce resilience and compromises care quality. This study explores how organizational culture and Green Lean Six Sigma (GLSS) practices interact to address this issue, fostering employee commitment and job satisfaction. We analyzed data from 312 healthcare professionals using SEM to examine five hypothesized relationships concerning the independent and combined influence of culture and GLSS. The findings reveal that a supportive workplace environment is strongly associated with lower levels of quiet quitting and higher levels of commitment, while structured improvement practices independently contribute to reduced disengagement and greater job satisfaction. This study identifies a synergy between culture and GLSS: a supportive culture enables improvement practices, and successful initiatives reinforce cultural trust. This virtuous cycle promotes motivation, alleviates burnout, and enhances long-term organizational resilience. The results emphasize the importance of leadership investment in both cultural development and participatory improvement practices. Aligning process optimization with ethical and human-centered principles can strengthen engagement and ensure sustainable, high-quality healthcare delivery. Full article

Job satisfaction plays a critical role in shaping professional outcomes, as it has been positively associated with enhanced performance and greater motivation. Conversely, insufficient job satisfaction may contribute to higher rates of staff turnover, professional burnout, and intentions to leave the profession. The objective was to investigate job satisfaction among pharmacists educated at Umeå University in Sweden over time and to explore factors affecting job satisfaction. A survey was distributed to pharmacy graduates who had completed web-based pharmacy programs at Umeå University between 2019 and 2023. Questions regarding job satisfaction and factors related to it were included. The response rate was 38%. The results were compared with results from a previous investigation (graduation years 2015–2018) to enable comparisons over time. Compared to findings from the previous survey, job satisfaction was lower in the present study (76.4% vs. 91.4%, p = 0.004). Both greater opportunities for continuing professional development (CPD) and the perception that the knowledge and skills gained during education are beneficial in the current job were associated with high job satisfaction (OR: 5.360; 95% CI: 1.896–15.156 and OR: 3.983; 95% CI: 1.255–12.642, respectively). Understanding factors contributing to job satisfaction can help employers improve retention and work environment. Full article

Background: Compassion fatigue (CF) is a state of emotional and physical exhaustion in the caregiving relationship, which can negatively impact patient safety and quality of care. Maternity care professionals are particularly vulnerable to CF due to their continuous empathetic engagement with patients in an unpredictable, high-stress work environment. Despite its significance, research on CF in maternity care is limited. The aim of this study is to explore experiences of CF among maternity care professionals. Methods: A thematic analysis of semi-structured in-depth interviews was conducted. The sample consisted of seven midwives and three gynecologists from different hospitals and outpatient care in Flanders (Belgium). Results: Experiences, risk factors and protective factors were identified as three organizing themes and further refined into 12 subthemes. Participants showed limited familiarity with the term CF but recognized its symptoms, including emotional exhaustion, reduced empathy, and a diminished ability to provide care, ‘as one normally would’. Key risk factors included high workload, emotional strain from ‘energy-consuming’ patients, fear of errors, and administrative burden. A supportive team environment, compassion satisfaction (CS), job autonomy and personal coping skills were identified as protective factors. Participants emphasized the need to recognize and address signals of CF. Conclusions: CF among maternity care professionals is underrecognized but appears to impact both caregiver well-being and patient care quality. Interventions should target awareness, team communication, psychological safety, and organizational context. A multilevel approach—combining individual, team, and systemic strategies—is needed to sustainably mitigate CF in maternity care. Full article

Biplot methods provide a framework for the simultaneous graphical representation of both rows and columns of a data matrix. Classical biplots were originally developed for continuous data in conjunction with principal component analysis (PCA). In recent years, several extensions have been proposed for binary and nominal data. These variants, referred to as logistic biplots (LBs), are based on logistic rather than linear response models. However, existing formulations remain insufficient for analyzing ordinal data, which are common in many social and behavioral research contexts. In this study, we extend the biplot methodology to ordinal data and introduce the ordinal logistic biplot (OLB). The proposed method estimates row scores that generate ordinal logistic responses along latent dimensions, whereas column parameters define logistic response surfaces. When these surfaces are projected onto the space defined by the row scores, they form a linear biplot representation. The model is based on a framework, leading to a multidimensional structure analogous to the graded response model used in Item Response Theory (IRT). We further examine the geometric properties of this representation and develop computational algorithms—based on an alternating gradient descent procedure—for parameter estimation and computation of prediction directions to facilitate visualization. The OLB method can be viewed as an extension of multidimensional IRT models, incorporating a graphical representation that enhances interpretability and exploratory power. Its primary goal is to reveal meaningful patterns and relationships within ordinal datasets. To illustrate its usefulness, we apply the methodology to the analysis of job satisfaction among PhD holders in Spain. The results reveal two dominant latent dimensions: one associated with intellectual satisfaction and another related to job-related aspects such as salary and benefits. Comparative analyses with alternative techniques indicate that the proposed approach achieves superior discriminatory power across variables. Full article

The retention of educators is foundational to the provision of high-quality early childhood education and care (ECEC), yet the sector continues to face significant workforce challenges. This study explores how organisational climate and leadership influence collaborative practice and, in turn, educator retention. Using a constructivist grounded theory (CGT) approach, data were collected through focus groups and interviews with 34 educators across diverse service types in the Northern Territory, Australia. In accordance with CGT, analysis revealed two core categories—‘struggle’ and ‘hope’—reflecting the impact of workplace relationships on collaborative practice. In ECEC settings where communication was limited and psychological safety was lacking, participants described resistant behaviours and horizontal violence, which contributed to educator stress and attrition. Conversely, environments that fostered open communication, reflective practice, and trusting relationships enabled collaborative practice that supported educator wellbeing and retention. The findings suggest that intentional leadership and an organisational climate that embodies ‘care’ are essential for cultivating collaboration, enhancing job satisfaction, and improving workforce stability. This paper proposes that ‘building connection builds retention,’ highlighting the importance of relational and reflective practices in sustaining the ECEC workforce. Full article

Big data analytics has become a cornerstone of modern industries, driving advancements in business intelligence, competitive intelligence, and data-driven decision-making. This study applies Neural Topic Modeling (NTM) using the BERTopic framework and N-gram-based textual content analysis to examine job postings related to big data analytics in real-world contexts. A structured analytical process was conducted to derive meaningful insights into workforce trends and skill demands in the big data analytics domain. First, expertise roles and tasks were identified by analyzing job titles and responsibilities. Next, key competencies were categorized into analytical, technical, developer, and soft skills and mapped to corresponding roles. Workforce characteristics such as job types, education levels, and experience requirements were examined to understand hiring patterns. In addition, essential tasks, tools, and frameworks in big data analytics were identified, providing insights into critical technical proficiencies. The findings show that big data analytics requires expertise in data engineering, machine learning, cloud computing, and AI-driven automation. They also emphasize the importance of continuous learning and skill development to sustain a future-ready workforce. By connecting academia and industry, this study provides valuable implications for educators, policymakers, and corporate leaders seeking to strengthen workforce sustainability in the era of big data analytics. Full article