Journalists in the 21st century are expected to work for different platforms, gather online information, become multi‐media professionals, and learn how to deal with amateur contributions. The business model of gathering, producing and distributing news changed rapidly. Producing content is not enough; moderation and curation are at least as important when it comes to working for digital platforms. There is a growing pressure on news organizations to produce more inexpensive content for digital platforms, resulting in new models of low‐cost or even free content production. Aggregation, either by humans or machines ‘finding’ news and re‐publishing it, is gaining importance. At so‐called ‘content farms’ freelancers, part‐timers and amateurs produce articles that are expected to end up high in web searches. Apart from this low‐pay model a no‐pay model emerged were bloggers write for no compensation at all. At the Huffington Post thousands of bloggers actually work for free. Other websites use similar models, sometimes offering writers a fixed price depending on the number of clicks a page gets. We analyse the background, the consequences for journalists and journalism and the implications for online news organizations. We investigate aggregation services and content farms and no‐pay or low‐pay news websites that mainly use bloggers for input.
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Background: Multimodal prehabilitation programs are effective at reducing complications after colorectal surgery in patients with a high risk of postoperative complications due to low aerobic capacity and/or malnutrition. However, high implementation fidelity is needed to achieve these effects in real-life practice. This study aimed to investigate the implementation fidelity of an evidence-based prehabilitation program in the real-life context of a Dutch regional hospital.Methods: In this observational cohort study with multiple case analyses, all patients who underwent colorectal surgery from January 2023 to June 2023 were enrolled. Patients meeting the criteria for low aerobic capacity or malnutrition were advised to participate in a prehabilitation program. According to recent scientific insights and the local care context, this program consisted of four exercise modalities and three nutrition modalities. Implementation fidelity was investigated by evaluating: (1) coverage (participation rate), (2) duration (number of days between the start of prehabilitation and surgery), (3) content (delivery of prescribed intervention modalities), and (4) frequency (attendance of sessions and compliance with prescribed parameters). An aggregated percentage of content and frequency was calculated to determine overall adherence.Results: Fifty-eight patients intended to follow the prehabilitation care pathway, of which 41 performed a preoperative risk assessment (coverage 80%). Ten patients (24%) were identified as high-risk and participated in the prehabilitation program (duration of 33-84 days). Adherence was high (84-100%) in five and moderate (72-73%) in two patients. Adherence was remarkably low (25%, 53%, 54%) in three patients who struggled to execute the prehabilitation program due to multiple physical and cognitive impairments.Conclusion: Implementation fidelity of an evidence-based multimodal prehabilitation program for high-risk patients preparing for colorectal surgery in real-life practice was moderate because adherence was high for most patients, but low for some patients. Patients with low adherence had multiple impairments, with consequences for their preparation for surgery. For healthcare professionals, it is recommended to pay attention to high-risk patients with multiple impairments and further personalize the prehabilitation program. More knowledge about identifying and treating high-risk patients is needed to provide evidence-based recommendations and to obtain higher effectiveness.
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Purpose As a step toward more firmly establishing factors to promote retention among younger employees in the hospitality industry, this study aims to focuses on fun in the workplace (fun activities, manager support for fun and coworker socializing) and training climate (organizational support, manager support and job support) as potential antecedents of turnover in a European context. Design/methodology/approach Logistic regression was used to analyze the impact of fun and training climate on turnover with a sample of 902 employees from Belgium, Germany and The Netherlands. Data on fun and training climate were obtained through surveys, which were paired with turnover data from organizational records. Findings With respect to fun in the workplace, group-level manager support for fun and coworker socializing were significantly related to turnover, but not fun activities. With respect to training climate, individual-level job support was significantly related to turnover, but not organizational support and manager support. Research limitations/implications As the data were obtained from employees from one organization, further research would be valuable with additional samples to substantiate the generalizability of the results. Practical implications Given the challenge of turnover, organizations should foster informal aspects of fun in the workplace and learning opportunities to promote retention. Originality/value The study examined the fun–turnover relationship in a context outside of the USA where previous fun–turnover research has been conducted, and it examined fun relative to training climate, which has not been studied heretofore. This study also investigated group- and individual-level effects of both fun and training climate on turnover.
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Robots are increasingly used in a variety of work environments, but surprisingly little attention has been paid to how robots change work. In this comparative case study, we explore how robotization changed the work design of order pickers and order packers in eight logistic warehouses. We found that all warehouses robotized tasks based on technological functionality to increase efficiency, which sometimes created jobs consisting of ‘left-over tasks’. Only two warehouses used a bottom-up approach, where employees were involved in the implementation and quality of work was considered important. Although the other warehouses did not, sometimes their work design still benefitted from robotization. The positive effects we identified are reduced physical and cognitive demands and opportunities for upskilling. Warehouses that lack attention to the quality of work may risk ending up with the negative effects for employees, such as simplification and intensification of work, and reduced autonomy. We propose that understanding the consequences of robots on work design supports HR professionals to help managing this transition by both giving relevant input on a strategic level about the importance of work design and advocating for employees and their involvement.
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BackgroundThe challenge of combining professional work and breastfeeding is a key reason why women choose not to breastfeed or to stop breastfeeding early. We posited that having access to a high-quality lactation room at the workplace could influence working mothers’ satisfaction and perceptions related to expressing breast milk at work, which could have important longer term consequences for the duration of breastfeeding. Specifically, we aimed to (1) develop a checklist for assessing the quality of lactation rooms and (2) explore how lactation room quality affects lactating mothers’ satisfaction and perceptions. Drawing on social ecological insights, we hypothesized that the quality of lactation rooms (operationalized as any space used for expressing milk at work) would be positively related to mothers’ satisfaction with the room, perceived ease of, and perceived support for milk expression at work.MethodsWe conducted two studies. In Study 1 we developed a lactation room quality checklist (LRQC) and assessed its reliability twice, using samples of 33 lactation rooms (Study 1a) and 31 lactation rooms (Study 1b). Data were collected in the Northern part of the Netherlands (between December 2016 and April 2017). Study 2 comprised a cross-sectional survey of 511 lactating mothers, working in a variety of Dutch organizations. The mothers were recruited through the Facebook page of a popular Dutch breastfeeding website. They completed online questionnaires containing the LRQC and measures aimed at assessing their satisfaction and perceptions related to milk expression at work (in June and July 2017).ResultsThe LRQC was deemed reliable and easy to apply in practice. As predicted, we found that objectively assessed higher-quality lactation rooms were associated with increased levels of satisfaction with the lactation rooms, perceived ease of milk expression at work, and perceived support from supervisors and co-workers for expressing milk in the workplace.ConclusionsThe availability of a high-quality lactation room could influence mothers’ decisions regarding breast milk expression at work and the commencement and/or continuation of breastfeeding. Future studies should explore whether and how lactation room quality affects breastfeeding choices, and which aspects are most important to include in lactation rooms.
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The central aim of this thesis was to increase understanding of designing vocational learning environments at the school–work boundary. Four studies were conducted, focusing on learning environment designs at the school–work boundary and on design considerations of the actors involved in their construction, both from the world of school and the world of work.
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Generation Z (Gen Z) will account for a growing proportion of the global workforce in the coming years. Therefore, it is vitally important to understand this generation’s unique perspectives and preferences regarding work. This exploratory study examines the prioritisation and desirability of Gen Z work values according to respondents’ nationality. Data for this study was collected through a survey among 1188 undergraduate students enrolled in one university each in China, Germany, the Netherlands and Thailand. ANOVA test and Tukey post-hoc analysis were used to find out the difference between the groups based on nationality. Findings indicate nationality serves as a key differentiator in work value preferences. The findings challenge the concept of a global Generation Z as only two of the measured values, learning and visible results, were found to have universal appeal across the nationality groups. Despite increased levels of global interconnectedness and accompanying crossvergence of values, the results show significant statistical differences in work values based on the respondents’ nationality. Due to the scope and explorative design of the present study, it cannot be certain that the findings are exclusively from Gen Z characteristics or influenced by other, non-cultural, variables. This study suggests there is a need for study programmes at a tertiary level to embed experiential learning components and individual study pathways in their curricula to enable students to develop realistic expectations about the workplace and their place in it. In turn, these programmes will be able to develop a competitive advantage in HE landscape. The insights gained can be leveraged by internationally oriented study programmes, such as International Business (IB), to better address Gen Z needs and expectations.
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There is an increasing attention for youth social work professionals to collaborate with volunteers, parents, and other professionals. Collaboration can contribute to positive outcomes for youth. The present study contributes to understanding differences in the extent to which youth social work professionals collaborate with volunteers, parents, and other professionals. The survey was conducted with Dutch professionals working in youth care (n = 112), education (n = 67), and youth work (n = 89). Index for Interdisciplinary Collaboration was used to assess interdependence in and reflection on the collaboration process. Significant differences were found in the extent to which professionals working in different fields experience interdependence and reflection on the collaboration process with different partners. Future researchers should be aware that the degree to which professionals collaborate with others might depend on the context, work field, and the collaboration partner. Youth social work professionals and local governments can use this study to identify strong and weak collaborative partnerships in order to better organize collaboration between different partners with the final aim of improving support of young people.
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Introduction: Learning is essential for sustainable employability. However, various factors make work-related learning more difficult for certain groups of workers, who are consequently at a disadvantage in the labour market. In the long term, that in turn can have adverse health implications and can make those groups vulnerable. With a view to encouraging workers to continue learning, the Netherlands has a policy on work-related learning, which forms part of the 'Vitality Package'.Aim: A Health Impact Assessment with equity focus (HIAef) was undertaken to determine whether the policy on work-related learning affected certain groups of workers and their health in different ways, and whether the differences were avoidable.Methods: The HIAef method involved the standard phases: screening, scoping, appraisal and recommendations. Equity was the core principle in this method. Data were collected by means of both literature searches (e.g., Scopus, Medline) and interviews with experts and stakeholders (e.g., expertise regarding work, training and/or health).Results: The HIAef identified the following groups as potentially vulnerable in the field of work-related learning: the chronically sick, older people, less educated people, flexi-workers/the self-employed and lay carers (e.g., thresholds to learning). Published literature indicates that work-related learning may have a positive influence on health through (work-related) factors such as pay, employability, longer employment rate and training-participation. According to experts and stakeholders, work-related learning policy could be adapted to take more account of vulnerable groups through alignment with their particular needs, such as early support, informal learning and e-learning.Conclusion: With a view to reducing avoidable inequalities in work-related learning, it is recommended that early, low-threshold, accessible opportunities are made available to identified vulnerable groups. Making such opportunities available may have a positive effect on (continued) participation in the labour market and thus on the health of the relevant groups.
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As youth workers increasingly offer support and guidance within digital environments, the question arises as to what impact this support has on the (online) lives of young people. This paper explores the contribution of youth work practice in the online lifeworld on young peoples’ development, building on previous studies concerning youth work outcomes and the developmental needs of young people. A qualitative research design was employed, including digital diaries of youth workers and semi-structured interviews with both young people (N = 37) and youth workers (N = 25). The findings highlight the role of youth work in helping young people navigate social media; develop new skills, talents, and social connections; and increase awareness of online risks. Youth workers also support young people in coping with negative online experiences, including loneliness and mental health challenges. The contribution of online youth work is less visible in certain aspects of developmental needs, namely online safety and privacy, self-image, and assessing online information. This paper concludes by emphasising the need for further research into the long-term impact of youth work in the online lifeworld, particularly in light of rapid technological developments, the growing influence of artificial intelligence, and the increasing involvement of youth in digital forms of crime. The findings described in this study can form a base for future research to better understand the impact of these emerging issues on youth development and youth work practice, as well as to develop appropriate interventions.
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