Comparing outcomes from the two most recognized acupuncturist workforce surveys.

Objective: To determine the informational consistency produced by the two most recent independent surveys and draw a conclusion whether the data would be sufficient for the National Center for Health Workforce Analysis and Bureau of Labor and Statistics consideration.

Methods: This paper compares workforce outcomes collected by the two most prominent acupuncture entities that have produced the most useful acupuncturist workforce data (California Acupuncture Board 2015 Occupational Analysis and the National Certification Commission of Acupuncture and Oriental Medicine® 2013 Job Analysis) at national and state levels.

Results: Findings based upon the most compatible survey questions showed the following: more than 70% of acupuncturists work fewer than 40 hours weekly; approximately 76% work in solo practice or in shared space with other acupuncturists; more than 70% of the national sample have been in practice 15 years or less; and median income is between $40 000 and $50 000.

Testing for the impact of correlates on medical technologists' intent to leave their jobs.

This study used a sample of 209 repeat-respondent medical technologists over a 4-year period to investigate correlates of intent to leave one's job. Correlates measured included two job search behaviors (i.e.

Learning and utilization of generic skills by practitioners in the field of clinical laboratory science/medical technology.

Objective: To determine whether and to what extent generic skills that are learned by practitioners are used on their clinical laboratory science/medical technologist (CLS/MT) jobs; and to determine if there are any significant differences in learning and/or using these skills by practitioners who were CLS/MT vs. Other BA/BS degree majors.

Design: In the field (ITF) laboratory practitioners were surveyed as to whether or not they: 1) were CLS/MT program graduates; 2) utilized the following generic skills in their jobs: analytical reasoning, communication, computer use, data correlation, decision making, precision studies, problem solving, quality assessment, supervision, teaching, technical writing, troubleshooting, research and utilization review; 3) learned these skills as students or practitioners.

Testing a measure of cyberloafing.

Using a primary sample of medical technologists (MTs) and a second validation sample, the results of this study showed initial support for a three-factor measure of cyberloafing. The three scales were labeled browsing-related, non-work-related e-mail, and interactive cyberloafing. MTs who perceived unfair treatment in their organization (i.

A brief note on further investigating correlates of work exhaustion for medical technologists.

Using a sample of 184 medical technologists (MTs) over a three-year period, this study found support for the hypothesis that downsizing leads to higher job loss insecurity and task load perceptions, which both lead to increased work exhaustion. As such this study extends previous research on MT work exhaustion by Blau, Tatum and Ward-Cook. Study limitations and future research issues are briefly discussed.

Testing for time-based correlates of perceived gender discrimination.

Using a sample of 201 medical technologists (MTs) over a five-year period, this study extends initial findings on perceived gender discrimination (PGD) by Blau and Tatum (2000) by applying organizational justice variables and internal-external locus of control as hypothesized correlates of PGD. Three types of organizational justice were measured: distributive, procedural, and interactional. General relationships found include locus of control being related to PGD such that internals perceived lower PGD.

Wage increases in the clinical laboratory: how are workers faring against inflation and in comparison to other health professions?

High vacancy rates in the clinical laboratory profession have led to the use of wage increases and financial incentives to attract and retain workers. American Society for Clinical Pathology (ASCP) surveys indicate that wages for Medical Technologists and Medical Laboratory Technicians have been steadily rising in the past few years following years of little or no increases. When adjusted for inflation, the real wage increases have even modestly exceeded the inflation rate.

A correlates of peer, supervisor, and patient communication effectiveness satisfaction.

Using a sample of 200 medical technologists over a 4-year period, this study investigated whether peer, supervisor, and patient communication satisfaction facets were related but distinct referents. Confirmatory factor analyses on the medical technologist sample and a second independent sample of 85 medical/health professionals supported the distinctiveness of these three referents. Correlational differences between communication satisfaction referents were found.

An assessment of critical issues facing the clinical laboratory workforce.

The National Center for Health Workforce Analysis of the Health Resources and Services Administration (HRSA), Bureau of Health Professions contracted with the University of California at San Francisco Center for the Health Professions to conduct a study of the clinical laboratory workforce. The study utilized existing and new survey data, in collaboration with the American Society for Clinical Pathology (ASCP), as well as interviews with experts in the field. This paper will describe the demographic characteristics, roles, and scope of practice of this workforce, as well as identify factors that influence the current and future demand for and supply of workers.

Comparing correlates for different types of absence versus lateness behaviors.

Using self-report measures of lateness and absence on pilot and main study samples, this study applied Dalton and Mesch's (1991) measurement approach to successfully "dissect" avoidable absence and avoidable lateness behaviors. Avoidable absence behavior was calculated by subtracting unavoidable absence from total absence, and avoidable lateness behavior was calculated by subtracting unavoidable lateness from total lateness. Record-based absence and lateness data, as well as test-retest self-reported absence and lateness data, collected on a subsample of pilot respondents, supported the validity and reliability of this approach.

Job loss, human capital job feature, and work condition job feature as distinct job insecurity constructs.

The projected growth of new technologies, increasing use of automation, and continued consolidation of health-related services suggest that continued study of job insecurity is needed for health care professionals. Using a sample of 178 medical technologists over a 5-year period, this study's findings extend earlier work by Blau and Sharp (2000) and suggest that job loss insecurity, human capital job feature insecurity, and work condition job feature insecurity are related but distinct types of job insecurity. A seven-item measure of job loss insecurity, a four-item measure of human capital job feature insecurity, and a four-item measure of work condition job feature insecurity were analyzed.

Correlates of work exhaustion for medical technologists.

In a sample of 196 medical technologists followed over a 4-year period, this study investigated if work-related demand and resource variables were related to subsequent work exhaustion. As hypothesized, increased levels of perceived work interference with family and task load and lower organizational support were related to higher subsequent work exhaustion. Distributive justice, as an intervening variable, had direct and partially mediating effects on work exhaustion.

Correlates of fundamental skills versus complex skills for medical technologists.

This 4-year study examined 165 medical technologists generally in the achievement phase of their careers. After distinguishing between two types of skills, fundamental and complex, different antecedents for each type of skill were found. Prior professional commitment was related positively to fundamental skills, whereas professional withdrawal intent was related negatively.

Medical laboratory workforce trends and projections: what is past is prologue.

During the last several decades, supply and demand trends for clinical laboratory personnel have been cyclical. Factors such as quantity of graduates from accredited training programs, quality and quantity of career recruitment, growth of new technologies, automation, downsizing, and consolidation of services have affected the balance of workers needed to meet demand. More recently, several additional forces led to a potential long-term shortage of clinical laboratory personnel.