Physical therapy recruitment and retention strategies of hospitals in the US

Hospitals are seeing a reduction of physical therapy (PT) staff due to increased opportunities and competition. Planning effective recruitment and retention strategies for PTs in hospital settings may play an important role in reducing the problem. The primary purpose of this descriptive research was to compile information on recruitment and retention strategies used for physical therapists working in hospital settings. Four hundred surveys were mailed nationwide to hospital-based physical therapy managers. Strategies most commonly used were: attractive benefit package, interdisciplinary teams, competitive salaries, and student employment. The least used strategies used were: sign-on bonus, incentive pay programs, recruitment and retention committee and temporary staffing. It was concluded that hospital administrators need to analyze current strategies used and future recruitment and retention staffing trends, in order to institute successful strategies appropriate to their departments to effectively recruit and retain their staff.

Sharon Ewe sampling seedling regeneration in a forest gap, Shark River Slough

This material is based upon work supported by the National Science Foundation through the Florida Coastal Everglades Long-Term Ecological Research program under Cooperative Agreements #DBI-0620409 and #DEB-9910514. This image is made available for non-commercial or educational use only.

Individual differences in preferences for recruitment websites

This study investigated individual differences in preferences for recruitment websites. Specifically, I expected that personality and ethnic identity would be related to individuals' preferences for corporate websites. A policy-capturing methodology was employed to determine the weight participants place on five website characteristics (i.e. navigability, information relevancy, diversity information, privacy, and contact). Regression and correlational analyses were employed with the five beta weights obtained from individual regression analyses and the other individual differences measures. Results from two samples (student and general population) revealed that, generally, individuals do not differ in the weight they place on different aspects of recruitment websites. However, this study is the first to investigate individual differences in preferences for recruitment websites. Thus, it seems premature to conclude that such differences do not exist. Given its uniqueness, hopefully this study will stimulate research that further elucidates the process by which individuals interpret and evaluate recruitment websites.

Effects of Multiple Ecological Drivers on Recruitment and Succession of Coral Reef Macroalgal Communities

The study evaluated the effects of herbivory pressure, nutrient availability and potential propagule supply on recruitment and succession of coral reef macroalgal communities. Recruitment and succession tiles were placed in a nutrient-herbivory factorial experiment and macroalgal abundances were evaluated through time. Proportional abundances of macroalgal form-functional groups on recruitment and succession tiles were similar to field established communities within treatments, evidencing possible effects of adult macroalgae as propagule supply. Macroalgal abundance of recruitment tiles increased with nutrient loading and herbivory reduction combined whereas on succession tiles nutrient loading increased abundance of articulated-calcareous only when herbivores were excluded. Macroalgal field established communities were only affected by herbivory reduction.