Caregiving Load and Respite Service Use: A Comparison between Older Caregivers and Younger Caregivers

Study aims were to explore differences in predictors of respite care use between older (aged 65+) and younger caregivers (aged 18–64 years), and associations between caregiving load and respite care use using multivariate logistic regression analysis and unpaid caregiver (n= 10,500) data from the 2009 California Health Interview Survey. Caregiving load comprised number of care recipients, weekly hours in caregiving, and caregiving duration. Variables with a significant association with respite care for older caregivers were female gender, income, and health insurance. For younger caregivers, respite care use associations were with ethnicity, caregiving relationship, education, and availability of substitute help.     

Categorizing Risks for Risk Ranking

Any practical process of risk ranking must group hazards into a manageable number of categories. Defining such categories requires value choices that can have important implications for the rankings that result. Most risk-management organizations will find it useful to begin defining categories in terms of environmental loadings or initiating events. However, the resulting categories typically need to be modified in light of other considerations. Risk-ranking projects can benefit from considering several alternative categorization strategies and drawing upon elements of each in developing their final categorization of risks. In principle, conducting multiple ranking exercises by using different categorizations could be interesting and useful. In practice, agencies are unlikely to have either the resources or patience to do this, but other groups in society might. Done well, such additional independent rankings could add valuable inputs to democratic risk-management decision making.     

The development of a universal approach to testing of walkway slip resistance in the U.S

The measurement of walkway slip resistance is required to assess the risk of slipping. Unlike other countries, the U.S. has not decided upon a single approach to the measurement of slip resistance. Several types of tribometers are available to measure slip resistance however, the measured value of the slip resistance of a given surface has been found to be tribometer specific. The introduction of ASTM International Standard F2508 Standard Practice for Validation and Calibration of Walkway Tribometers Using Reference Surfaces, has produced a method which allows validation of each type of tribometer and the values generated during testing.     

Contemporary Anglo-Jewish community leadership: coping with multiculturalism

In this article, drawing on qualitative interviews and documentary analysis, we argue that the Jewish community in Britain has undergone a fundamental shift since 1990 from a 'strategy of security', a strategy of communal leadership based on emphasizing the secure British citizenship and belonging of the UK's Jews, to a 'strategy of insecurity', where the communal leadership instead stresses an excess of security among Anglo-Jewry. We demonstrate this based on two case studies: of the Jewish renewal movement in the 1990s and the 'new antisemitism' phenomenon of the 2000s. We conclude that this shift is tied to the shift from a monocultural Britain to an officially multicultural one, and that therefore there are lessons that can be taken from it for the study of British and other multiculturalisms.     

The grief experiences of certified nursing assistants: personal growth and complicated grief

The grief that certified nursing assistants (CNAs) experience following the deaths of nursing home residents has received scant attention in past research, particularly from an empirical standpoint. The purpose of this quantitative study was to investigate the grief experiences of CNAs in the nursing home setting and to identify and evaluate factors that may mediate or exacerbate grief. Participants (N=136) from 12 nursing homes completed self-administered surveys. Regression analyses revealed that CNAs with lower levels of perceived disenfranchised grief reported higher levels of personal growth, while CNAs with greater fear of death and those who experienced fewer deaths on the job reported higher levels of complicated grief. Practitioners and future researchers may benefit from these findings through the construction and implementation of interventions aimed at effectively enfranchising the grief experiences of this important group of healthcare workers.     

Examining the Ability,Motivation and Opportunity (AMO) framework in HRM research: Conceptualization,measurement and interactions

Despite the increasing popularity of the Ability, Motivation, Opportunity (AMO) framework in the Human Resource Management (HRM) field, AMO research is at a crossroads in theoretical and empirical development. This is due to (a) a lack of clarity about the conceptualisation and measurement of AMO variables, (b) the construction of AMO articles that do not distinguish between AMO differences and AMO-enhancing HRM practices and fail to integrate them, (c) a lack of understanding about how AMO variables at the individual and organizational levels interact to generate individual and organizational performance, and (d) a lack of consideration of the process (mediators and moderators) through which AMO generates performance gains. Based on the analysis of 104 quantitative HRM articles published between 1997 and 2022, this study helps to draw clearer distinctions among AMO variables and levels of analysis. The review of the empirical literature shows that there is excessive heterogeneity with regard to the conceptualization and utilisation of AMO variables, which in turn leads to scale proliferation. We find that research on AMO-enhancing HRM practices and AMO differences is rarely combined and tends to be tested at a single level rather than more logical cross-level effects between AMO-enhancing HRM practices, AMO differences and performance. We also found that whereas Ability and Motivation differences mediate the relationship between AMO-enhancing HRM practices and performance, opportunity appears to be a boundary condition in the relationship between Ability and Motivation with performance outcomes. The paper concludes with relevant avenues for future AMO research suggested for the field of HRM.