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CYP Now probe highlights importance of wider support package in efforts to retain social workers

AbstractWe examine religious attendance and portfolio selection decisions for an individual with religious beliefs within a continuous‐time framework. Our findings are three‐fold. First, religious contributions increase with wealth capital, the degree of religious devotion, and an increase in the wage level. Second, religious attendance positively relates to wealth capital and the performance of stock investments, but negatively correlates with wage return rates. Third, participation in religious activities can result in declining demand for risky asset investments. Theoretically, this study explains how individuals' portfolio choices correlate with their religious activities.

Cover -- Title -- Copyright -- Contents -- SECTION A. STAFF SELECTION: A RESEARCH REPORT -- Chapter 1. Introduction -- Chapter 2. Background -- Chapter 3. Methodology -- Chapter 4. Key Principles of Quality Care -- Chapter 5. Principles of Good Staff Selection -- SECTION B. CHOOSE WITH CARE: A RECRUITMENT GUIDE FOR ORGANIZATIONS WORKING WITH CHILDREN -- Choose with Care: A Recruitment Guide for Organizations Working with Children -- References -- APPENDICES -- Appendix A. Examples of Situational and Behavioral Questions for Interviews

Leadership styles and motivational theory have been extensively studied, and the effective application of them in leadership roles will influence the future of nursing. Through this review, the primary autocratic, democratic and laissez-faire styles of leadership are outlined and analyzed for their use to nursing in various situational and staff management contexts. As a primary role of leadership, motivational theory and the concepts of intrinsic and extrinsic motivation are considered. These factors, along with effective leadership, are presented as essential tools for unlocking workforce potential.

This article develops the argument that under certain conditions the selection decision of the appointing authority has consequences for the current and potential task assignments of present staff, and therefore may affect their developmental opportunities, performance and satisfaction. Therefore, these considerations would be important factors and constraints in the decision making process. Implications for the hiring manager, human resource units, and for selection research are developed.