There was also a significant effect for military status, χ (1, N=1583)=74.7, p<0.001, 44.2% of all military staff had supervisor status versus 22.6% for all civilian staff.
It showed a possible (albeit plausibly due to chance) benefit from offering a financial reward to DOT supervisors (85.7% versus 77.6% for treatment completion, p = 0.15).
In addition, employees differentiate between the priorities of senior leaders versus unit supervisors, resulting in the emergence of perceptions of two concurrent safety climates [ 25, 32].
These theme codes were: why accidents happen, training, retaliation, speaking up, respect for workers, construction equipment, personal protective equipment, speed versus safety, supervisors, language issues, necessity for work, and responsibility for safety.
Scores of perceived individual support from supervisors were 7.5 from supervisors in habitual drinking men versus 7.2 in non-habitual drinking men (p value derived from t test was 0.004), whereas scores of support from coworkers were 8.1 in habitual drinking men versus 7.9 in non-habitual drinking men (p value derived from t test was 0.035).
Simple actions such as allowing students to examine the patient first versus observing the supervisor gives them an opportunity to reflect on the findings and challenge their ability to describe them appropriately.
From these, the purpose of the portfolio, experience of its use in clinical learning, balance of work and learning, personal development, formative versus summative assessment, supervisor meetings, practicalities of secure academic time, use of portfolio tools, and ways of ensuring regular entries and progress, were discussed.
Mid-level practitioners such as physician assistants may be able to justify spending more time with patients in today's healthcare system versus their physician supervisors.
WPBA of postgraduate doctors in training is further influenced by the clinical context, patient complexity, passive versus proactive learner attitudes, supervisor involvement and evaluator versus coach attitude, informal versus formal learning processes, working versus learning agenda, and work-orientated versus training-orientated institutional culture [ 20- 22].
Unless a respondent reported having had "no time," we then asked how much of this downtime was "paid time off given by your supervisor," and we dichotomized responses as any paid downtime versus no paid downtime.
