Bargaining on your Spouse : Coasean and Non-Coasean Behaviour Within Marriage

Acknowledgments Funder was provided by University of Aberdeen.Peer reviewedPostprin

Paid to Perform? Compensation Profiles under Pure Wage and Performance Related Pay Arrangements

Whilst existing efficiency wage literature assumes detection probabilities of shirkers are exogenous, this paper finds them positively and endogenously dependent on non-shirkers' effort. It shares the result with the endogenous monitoring models where, in some regions, workers reduce effort in response to higher wages, but differs in that firms never operate in those regions. The paper further provides theoretical reasons for the empirical regularity that increased usage of performance related pay (PRP) flattens the pay-tenure profile. Wages and effort increase over the lifecycle, both with and without PRP, but with late payments in PRP falling short of pure wage arrangements.monitoring, tenure, efficiency wages

Hospital Staff Shortage: the Role of the Competitiveness of Pay of Different Groups of Nursing Staff on Staff Shortage. Hospital Staff Shortage: the Role of the Competitiveness of Pay of Different Groups of Nursing Staff on Staff Shortage

International audienceShortages of nursing staff in OECD countries have been a preoccupation for policy makers. Shortages of staff may be the consequence of uncompetitive pay. In the private sector, employers in different regions can offer different pay rates to reflect local amenities and cost of living. Hospitals in the UK however cannot set the pay for their employees, and as a result they might therefore incur staff shortages. Moreover, occupational groups do not operate in isolation. Shortages of staff may also be the consequence of the competitiveness of pay of an alternative group of staff. This is investigated using two distinct groups of nursing staff: assistant nurses and registered nurses working in English hospitals in 2003-5 using national-level data-sets. We find that an increase by 10% of the pay competitiveness of registered nurses decreases the shortage of both the registered nurses and of assistant nurses by 0.6% and 0.4% respectively

What do UK doctors in training value in a post? : A discrete choice experiment

Acknowledgements: our thanks first to the following colleagues (in alphabetical order) for their support: Professor Phillip Cachia, East of Scotland Deanery; Professor Jacky Hayden, CBE, North Western Deanery; Professor Stewart Irvine, NHS Education for Scotland; Dr Namita Kumar, Health Education North East England; Professor Alastair McLellan, West of Scotland Deanery; Professor Gillian Needham, North of Scotland Deanery; Professor William Reid, South East of Scotland Deanery; and Ms Jayne Scott, NHS Education for Scotland. Our thanks also go to the START Core Group: Professor Alastair McLellan, Professor Rowan Parks, Dr Ronald MacVicar and Ms Anne Dickson. We also thank Professor Charlotte Rees and Dr Karen Mattick for their feedback on the project proposal, the project report and the qualitative survey that informed the DCE. Our thanks to John Lemon for his sterling work and endless patience when developing and managing the online surveys. Finally, we would like to thank all the doctors in training who participated in the DCE. Funding: our thanks go to NHS Education for Scotland for funding this programme of work.Peer reviewedPostprin

Won' t you stay just a little bit longer? A discrete choice experiment of UK doctors’ preferences for delaying retirement

Funding Information: The survey instrument and all available data can be obtained by contacting the corresponding author (JC). Our thanks to those friends and colleagues whose discussions about retirement, lifetime allowances and pensions ceilings were the motivation for this study. Thanks to all those who participated in qualitative interviews and in developing, piloting and completing the survey. Thanks also go to BMA Scotland for the distribution of invitations. This study was funded by a grant from the University of Aberdeen Development Trust (UOA Ref: RG14022), and the qualitative data collection (reported separately) was supported by funding from BMA Scotland (UOA Ref: RG14434).Peer reviewedPostprin

Real Time Locating System ved bruk av Ultra Wideband teknologi. Personellkontroll system for marinen

Da KNM Helge Ingstad kolliderte med tankskipet Sola TS gikk det hele 23 minutter før alt av personell var gjort redet for og personellkontroll ble varslet over PA-anlegget. På de 23 minuttene ble flere rom meldt tapt og luker ble stemplet igjen. Mangel på personellkontroll gjorde at flere stemplede luker ble gjenåpnet for å dobbeltsjekke at det ikke var noen igjen i rommet. Dagens modell for personellkontroll baserer seg på meldingstjeneste. Besetningsmedlemmene møter opp på sine respektive plasser som står beskrevet i havarirullen og deretter melder seg. Da starter prosessen med å telle opp besetningsmedlemmene og en kan dermed finne ut hvem som mangler. For å finne posisjonen til den savnede benytter besetningen meldingstjeneste for å finne ut sist kjente posisjon og kan deretter begynne søket. Systemet er ressurskrevende og kan ta lang tid. Med et mål om å øke sikkerheten om bord på marinens fartøyer er oppgaven å lage en modell av et real time locating system hvor vi anvender ultra wideband (UWB) teknologi for å kunne spore personellet om bord. Det ble satt fem mål til dette systemet: 1. Systemet skal være skalerbart til å håndtere opp til 130 besetningsmedlemmer. 2. Posisjonsoppløsningen skal være på ± en meter. 3. Det skal være enkelt å lese posisjonsinformasjonen og betjene systemet. 4. Posisjonstagen skal kunne bæres av et menneske. 5. Systemet skal ha en mann over bord (MOB) funksjon som forteller om noen har falt over bord. Systemet består hovedsakelig av en tag per person og tre ankere. Tagen sender ut radiopulser til ankerene som er plassert på bestemte plasser for å kunne regne ut distansene mellom tagen og ankerene. Deretter beregner tagen posisjonen ved å bruke disse tre distansene i en teknikk som heter trilaterasjon. Posisjonsinformasjonen hentes ut fra tagen til en Raspberry Pi som sender denne informasjonen til en database for å kunne visualisere posisjonen. Testingen av systemet har vist at posisjonsnøyaktigheten har vært svært høy. Rekkevidden er begrenset til rundt 26 meter. Brukergrensesnittet gir en enkel oversikt over posisjonene til besetningsmedlemmene. Målene står dermed til samsvar med resultatene. Denne posisjoneringsteknologien kan gi havariorganisasjonen et bedre beslutningsgrunnlag under havarisituasjoner og vil kunne øke personellkontrollen om bord. Det anbefales derfor at marinen vurderer å benytte seg av ett slikt system

Analysis of consultants' NHS and private incomes in England in 2003/4

This article has been made available through the Brunel Open Access Publishing Fund and is available from the specified link - Copyright @ 2008 Royal Society of Medicine PressConsultants employed by the NHS in England are allowed to undertake private practice to supplement their NHS income. Until the introduction of a new contract from October 2003, those employed on full-time contracts were allowed to earn private incomes no greater than 10% of their NHS income. In this paper we investigate the magnitude and determinants of consultants' NHS and private incomes

Constrained candidacy: exploring different barriers to attaining healthcare access and treatment for long COVID illness by NHS workers in Scotland.

Long COVID (LC) affects 1.2 million people in the UK, including 120,000 NHS workers. LC remains poorly understood, comprising manifold symptoms ranging in severity, disrupting quality of life and work abilities. Emerging qualitative findings suggest attaining healthcare for LC is challenging. This study aims to explore the experiences of NHS workers with LC to understand their illness experiences, conceptualisations of healthcare eligibility, and barriers to attaining healthcare. We apply Candidacy theory, how persons conceptualise eligibility for healthcare, to interpret the findings. Study design was mixed methods, including an online questionnaire and in-depth qualitative interviews, and with follow-up data collection after six months. Participants (n=471) were purposefully sampled for interview following initial questionnaire completion using maximum variation sampling. All interviews were conducted remotely and transcribed verbatim, and data were analysed thematically, inductively and deductively using framework analysis in NVivo software. 50 participants were interviewed in the first phase of interviews, 44 in the second phase. LC caused devastating, long-standing disruptions to many aspects of life as indicated by questionnaires (51% reporting ability to undertake day-to-day activities had been "limited a lot") and interview data collected. Shared in interviews, NHS workers experienced manifold candidacy-driven barriers to health care access including feelings of reluctance to seek help for fears of "overburdening" the NHS, perceptions that LC was not taken seriously or understood by GPs and specialists, and little occupational and healthcare supports existed. Some accessed limited supports via services and work contacts, sought private healthcare, engaged with online support groups and utilised medical experience and knowledge to keep abreast of published LC literatures. NHS workers struggle to access healthcare for LC. Access journeys are complex and inexorably connected to notions of illness candidacy. Feelings of a lack of entitlement to healthcare, a lack of legitimisation of LC illness and participants' expectations of low success when attempting to seek help, which was often driven by past healthcare experiences, constrain access. Professional role and role-identity represented significant components in participants' conceptualising of their eligibility for access and how access was approached. Nuances between professional groups, identity and healthcare access will be discussed in the presentation. The findings of this study are important; giving a voice to those suffering from LC, and highlighting the multiple barriers that prevent and constrain NHS workers from receiving healthcare for LC illness, which ultimately impacts return to work and fulfilment of their functional - and essential - role in the struggling NHS healthcare system