A Thesis submitted to The University of Arizona College of Medicine - Phoenix in partial fulfillment of the requirements for the Degree of Doctor of Medicine.

The aim of the diploma thesis is to analyze the recruitment process in the private and public sector and to compare its complexity, flexibility and efficiency. Based on a comparative analysis, these approaches to employee recruitment and selection will be compared across two completely different employment environments, including the privately-owned transnational company Clearstream, s.r.o. on one hand, and the Revenue Authority in Prague on the other. The first part of the thesis deals with the theoretical definition of the issue of recruitment and selection of workers. The practical part deals with the analysis of the recruitment and selection of employees in the private and public sector. The attractiveness of these institutions on the labor market and the different approaches to recruitment are assessed on the basis of data obtained through systematic observation of practices and studies of relevant internal resources. The conclusion of the practical part is the deduction of the main differences between the private and public sector, the evaluation of suitability and effectiveness of used methods and recommendations leading to the possible improvement of the recruitment processes.

Since the early 1990s the temporary staffing industry experienced rapid growth in many areas of Europe, although the extent and rate of this growth varied across the continent. The existing literature on labour market intermediaries and the temporary staffing industry fail to adequately address the importance of national institutional arrangements. This thesis addresses the research lacuna by providing a comparative study of temporary staffing industries in three different political-economic contexts: the United Kingdom, Germany and the Czech Republic. This contributes to a greater understanding of the role of the temporary staffing industry in each country, how it is structured, and the key institutions involved. These three case studies profile the size and characteristics of each temporary staffing industry but also discuss the key institutions present in each case, and the relationships which drive or restrict its change. This thesis includes analysis of both quantitative and qualitative data to provide a detailed picture of each national temporary staffing industry. The research reveals three nationally distinctive formations of the temporary staffing industry within the context of the European Union. While the UK has the largest temporary staffing industry in Europe, it remains highly fragmented. With an established presence in many sectors of the labour market the industry seeks to increase its presence in professional occupations, and its collaboration with public employment services. While the temporary staffing industry in Germany has experienced significant growth since 2003, resistance remains from the trade unions against the use of temporary agency work, and the state remains greatly involved in determining working conditions. The presence of collective bargaining between the trade unions and trade associations remains a key relationship in this system. The temporary staffing industry in the Czech Republic is still in the early stages of growth and as such regulations are still being formulated, and agencies are still establishing branch networks in an environment where a large number of informal agencies are already present. While temporary staffing agencies and trade associations remain active in pursuing growth for the temporary staffing industry, the extent to which these changes took place varied between countries. This thesis argues the form of each national temporary staffing industry is a reflection of the complex historical, and contemporary, national institutional arrangements, and as such, its form and role varies.

This thesis focuses on the issue of staffing in retail, specifically focusing on the retail of luxury goods. The main aim is to map the process of staffing itself and then to create optimization measures in order to increase the efficiency of recruitment. By analyzing the staffing process there will be developed optimization measures, which are based on existing processes used in international companies and also on recommendations of the personnel department group LVMH. An important part of this thesis is the analysis of the labor market and human capital from a demographic perspective and analysis of changes in population structure. The contribution is to create the necessary recommendations to streamline the staffing process, including providing more detailed information about these processes in luxury retail and summary of theoretical knowledge in the field of personnel management.

The thesis deals with mobbing, bossing and staffing in a workplace and its occurrence in a selected medical facility. In its theoretical part, the thesis defines the common and different features of these pathological phenomena. It includes a list of research findings from studies conducted in the Czech Republic, and those carried out in the Czech healthcare. In its experimental part, the thesis describes a questionnaire survey, aiming to establish awareness of these issues, personal experience with them in the selected workplace, people's responses and ways of dealing with them, as well as changes occurring in victims of psychological terror. It also establishes staff satisfaction in the medical facility.The survey findings may not be extrapolated to the entire medical facility, yet it shows occurrence of the pathological phenomena in the particular workplace. The survey identified two victims of mobbing who do not know how to deal with their situation, who they could approach to get help, or how to defend themselves. In conclusion, specific managerial measures are listed.

The purpose of this study was to investigate the relationship between nursing staffing and quality of life (QOL) in nursing homes (NHs). The relationships between nursing staff hours per resident day, nursing staffing skill mix, turnover of nursing staff, and the answers given to QOL questions by 231 residents in Iowa NHs were investigated. Unexpectedly, only part of staffing variables were statistically significantly correlated with QOL of residents and nurse staffing variables seemed to have little influence on predicting QOL of residents in this study. The major differences between this study and previous studies are that previous research focused on quality of care (QOC) and this study measured QOL by measuring residents' outcomes. Previous studies found that nurse staffing is an important factor in improving QOC (and by implication, QOL) of NH residents. Based on the statistically significant relationships, RNs' unique contributions were supported by the findings that NHs with more RNs, compared with LPNs/LVNs and CNAs, had residents with higher scores in the functional competence domain and overall QOL summary items. This study found that nurse staffing turnover is positively correlated with QOL, especially in the individuality domain. However, the whole study takes place in one state, Iowa. Iowa has a homogeneous population with limited racial diversity. Only Iowa NHs were selected and it is questionable whether the findings may be generalizable to the rest of the United States. Further research is required to confirm the relationship and provide policy guidelines, including nurse staffing recommendations, to guarantee optimal QOL for NH residents.

Staffing turnover created a challenge for the women’s services department of a hospital in the southern United States, potentially compromising care for women and infants during childbirth. The gap in practice was the lack of a structured nurse orientation/residency program for nurses new to perinatal nursing, which requires specific competencies not learned at the prelicensure level of education. The guiding practice-focused question was whether a multidisciplinary team could develop a formal evidence-based perinatal nurse residency program that would meet the needs of on-boarding and support for the new nursing hires at this facility. A team of experienced nurses, which included two nurses from labor and delivery, high risk antepartum, mother baby, and assistant nurse manager developed a comprehensive program, which included defined competencies, didactic materials, detailed simulations, and evaluation tools. A multidisciplinary team of six nurses, and the assistant nurse manager achieved consensus on the quality and comprehensive nature of the program plan using the Appraisal of Guidelines for Research and Evaluation Instrument II assessment tool. The implications of this project to bring about positive social change include the potential for improved nursing care for patients during childbirth as a result of increased nurse knowledge and mentoring support. Improved retention might also contribute to stable teamwork and peer support. This project has the potential to improve both physical and psychological outcomes for women and infants in the perinatal period.

This study assessed Utah State University students perceptions of the U.S.U. Counseling Center with regard to meeting students' counseling needs. The study focused on racial background and sex of counselors as significant variables. A written questionnaire was mailed to 420 students. Fifty-three percent of the questionnaires were returned. The students' impressions of the Counseling Center were generally positive. Caucasian females were more satisfied than Caucasian males. Minority students were least satisfied. Students who had not used the center most often indicated they had no need. Many students lacked information concerning the services and availability of staff of different sex and/ or backgrounds. For most counseling situations, the majority of the students indicated that sex and racial background of the counselor were unimportant. In counseling situations concerning personal problems related to sex the availability of a staff member of a particular sex or racial background was frequently essential. Since the staff at the time of this study lacked variety, in respect to sex and racial background, some students could not have been served according to their preferences. Recommendations were made available concerning the expressed needs as ascertained by this study.

The mental health workforce is continually evolving and competing for resources, influenced by local and national factors however effective, provision of mental health care depends on the most important resource—staff.

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