Transitioning from remote clinician to manager: why do some managers thrive, yet others barely survive?

Today, we live in a connected world. Globalisation, innovation, and automation have changed the nature of how and where we work. For the first time in history, less than half of the civilian Australian employed population have a permanent full-time job with leave entitlements (Carney & Stanford, 2018). Of those Australians employed, approximately 80% work in the service industry (ABS, 2016). Flexible work arrangements are increasingly more common in service industries (e.g. short-term contracts, work-from-home, casualised workforces, outsourcing, and ‘gig’ workers)(Carney & Stanford, 2018). As technology improves workforce mobility across the globe; innovation continues to drive flexible models of working. As a result, frontline managers are increasingly occupying hybrid roles where they retain professional responsibilities alongside their new managerial responsibilities. However, little is known about how to prepare for the competing priorities of a hybrid manager role (Martens, Motz & Stump, 2018). This pilot project examines the hybrid role of a clinician-manager in a geographically remote context to determine better ways of transitioning professionals into hybrid manager roles. The clinician-to-manager transition in a geographically remote context was chosen because it exemplifies the challenges of a remote nonconventional workforce, and the insecurity of flexible workforces

An examination of supportive management practices promoting health workforce stability in remote northern Australia

Objective: The aim of this study is to examine management practices that support the wellbeing of health professionals working in remote regions, which may improve workforce retention. Method: An online questionnaire was distributed to health professionals working in remote regions of the Kimberley and North Queensland. A response rate of 20% was achieved. Results: The findings suggest that, for health professionals working in remote regions of northern Australia, accessing adequate support is one of the most challenging aspects of working in remote regions. Hence, in remote regions where turnover is high, retention of competent health professionals may benefit from management practices that provide improved personal and professional support. Conclusions: Health professionals working in remote Australia face unique pressures due to their geographical and professional isolation. Therefore, providing support improves their professional competence and personal wellbeing, and promotes workforce stability, which benefits the remote community through better access to health services

The evidence needed to demonstrate impact: a synthesis of the evidence from a phased social and emotional wellbeing intervention

Policy decisions are based on evidence that demonstrates the effectiveness of interventions; however, the quantity and type of evidence that is needed to demonstrate the effectiveness of an intervention is not universally agreed upon. The aim of this study was to collaborate with researchers who have not been involved directly in Family Wellbeing interventions to lead a review of characteristics of the Family Wellbeing intervention evaluation output to date, and to assess for evidence of the FWB intervention's impact on participants and their communities. The study found that where it is not appropriate or viable to conduct research, such as randomised control trials, alternative ways of providing evidence to demonstrate the effectiveness of an intervention is vital. This review suggests that Family Wellbeing interventions are having a positive impact and promoting change in the lives of participants, their families and their communities. Hence, for complex interventions, such as those with Indigenous populations, evidence should demonstrate effectiveness against prescribed outcomes, as well as critical aspects behind how and why a complex intervention was successful

How Are Continuous Quality Improvement (CQI) Approaches Used in Evaluating Management Development Programs? a literature review

Aim: The aim of the review was to examine the characteristics of studies that use CQI approaches to evaluate management development programs; and to synthesise the findings to understand how CQI approaches are being used to evaluate the effectiveness of management development programs.   Method: A scoping review of the literature was conducted in a manner consistent with the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement. The matches were screened by title and abstract using the inclusion criteria, leading to a full paper review of 48 papers. Of these, the 14 papers found to meet the inclusion criteria for the scoping review were independently reviewed and analysed by two of the authors. Findings: The review revealed the ways in which CQI approaches were used in evaluating management development programs highlighting the role of context, pre-determined competencies and participatory CQI approaches. Participatory CQI approaches including on-the-job application of learning provided opportunities for participants to learn through CQI activities associated with action learning and CQI feedback cycles. Conclusions: The authors concluded that evaluations using participatory CQI approaches are better positioned to report more comprehensively on the benefits of management development programs when they include the competencies required to be successful in the context within which the manager is working.  Future directions for research in this area include an examination of the microsystem context to determine whether the required management competencies associated with remoteness differ from other contexts

Evaluating the implementation of a mental health referral service "Connect to Wellbeing": a quality improvement approach

There is increasing demand for mental health services to be accessible to diverse populations in flexible, yet, cost-effective ways. This article presents the findings from a study that evaluated the process of implementing Connect to Wellbeing (CTW), a new mental health intake, assessment and referral service in regional Australia, to determine how well it improved access to services, and to identify potential measures that could be used to evaluate value for money. The study used a hybrid study design to conduct a process evaluation to better understand: the process of implementing CTW; and the barriers and factors enabling implementation of CTW. In addition, to better understand how to measure the cost-effectiveness of such services, the hybrid study design included an assessment of potential outcome measures suitable for ascertaining both the effectiveness of CTW in client health outcomes, and conducting a value for money analysis. The process evaluation found evidence that by improving processes, and removing waitlists CTW had created an opportunity to broadened the scope and type of psychological services offered which improved accessibility. The assessment of potential outcome measures provided insight into suitable measures for future evaluation into service effectiveness, client health outcomes and value for money

Older Worker-Orientated Human Resource Practices, Wellbeing and Leave Intentions: A Conservation of Resources Approach for Ageing Workforces

At a time where there are ageing populations, global shortages of skilled labour, and migration pathways impacted by the COVID-19 pandemic, retaining older workers presents as a vital strategic initiative for organizations globally. This study examines the role of Human Resource Practices (HRPs), which are oriented towards accommodating the needs of an ageing workforce in mitigating psychological distress and turnover intentions. The study collected self-reported survey data from 300 Australian employees over the age of 45, over two time points. Using structural equation modelling, the study analyzed the extent to which Older Worker-oriented Human Resources Practices (OW-HRPs) translate into employee psychological health and retention within organizations, through the mediation of ageism and work–life conflict. The results support our hypothesis that OW-HRPs are associated with lower ageism, better work–life balance; and in combination these reduce psychological distress and help retain older workers in the workforce. We conclude that OW-HRPs can foster work environments conducive to older worker wellbeing, supporting the retention of talent and maintaining effectiveness, in the face of substantial labour supply challenges brought on by the COVID-19 pandemic and an ageing population

A systematic review of literature on occupational health and safety interventions for older workers

As the global population ages there is an imperative to enhance labour participation of older workers in ways that support good physical and psychological health. However, there is limited guidance for organisations on how to do this effectively. This systematic review examined literature identified through four databases and a targeted web-search, yielding 39 PRISMA records (32 scholarly, seven grey literature) reporting workplace interventions aimed at improving the injury outcomes of older workers. The review revealed that organisational and composite interventions may be most effective, although an absence of robust research in this area and a scarcity of empirical evidence-based interventions known to improve injury outcomes for older workers was noted. Responding to these shortcomings, this article presents ‘A future research agenda for older worker health, safety and well-being interventions.’ This systems-based approach has a dual focus on organisational and composite interventions combined with robust research design

Integrating Corporate Social Responsibility and the Sustainable Development Goals: A Tropics Perspective

Social, economic and environmental pressures are increasingly impacting business development activities globally. Increasing expectations for ethical business practices were intensified by significant events, such as bushfires, the COVID-19 pandemic and a global financial crisis. This study examined if, and how, businesses operating in Tropical North Queensland were publicly promoting and reporting sustainable development activities. The study found that national and multi-national businesses frequently espoused commitment to sustainable development; however, small- and medium-sized businesses with ties to the community reported sustainable development activities more closely aligned to tropical regions, and local populations. This study contributes to the scarcity of empirical research, providing insights from the tropics, a region traditionally known for significant environmental, social and economic disadvantage, as well as a region of great economic opportunity

“HR is different up here”: An exploratory study of HR in tropical northern Australia

Tropical northern Australia is a region of economic opportunity, often considered the next frontier. The north of Australia is, however, very different to the south, and this is not limited to the weather and the wildlife. HR professionals in northern Australia have been known to proclaim that ‘HR is different up here!’ This mixed-methods study sought the perspectives of HR professionals to explore the narrative that HR is different in tropical northern Australia. Through a review of recruitment advertisements and an online survey of HR professionals, the study found that many HR professionals believe that HR is different in northern Australia, providing examples that suggest there is value in examining the location-specific HR needs of businesses operating in the tropics

Attraction and retention of health professionals in remote Northern Australia: HRM practices in a geographically challenging context

In geographically unattractive areas, the war for talent is increased as organisations compete to attract and retain experienced, competent health professionals in a sector with projected global workforce shortages. Human Resource Management strategies and recruitment practices offer organisations the opportunity to attract sufficient and appropriate applicants enhancing their ability to recruit for person-organisation fit. The aim of this study was to examine whether recruitment advertising is promoting the benefits of working in remote northern Australia using attraction factors comparable with the factors that those working in remote regions report as attractive. Psychological Contract Theory provides a theoretical basis for interpreting the data, particularly unmet expectations about working in geographically unattractive regions and the remote employment experience. This study found that while recruitment advertisements are using appropriate content to attract health professionals working in remote regions there is considerable scope for improvement. The findings suggest that organisations can improve their employer brand and reduce turnover through more focused recruitment advertising that seeks to attract health professionals using the factors that health professionals currently working in remote regions find attractive