Jove
Visualize
Contact Us
JoVE
x logofacebook logolinkedin logoyoutube logo
ABOUT JoVE
OverviewLeadershipBlogJoVE Help Center
AUTHORS
Publishing ProcessEditorial BoardScope & PoliciesPeer ReviewFAQSubmit
LIBRARIANS
TestimonialsSubscriptionsAccessResourcesLibrary Advisory BoardFAQ
RESEARCH
JoVE JournalMethods CollectionsJoVE Encyclopedia of ExperimentsArchive
EDUCATION
JoVE CoreJoVE BusinessJoVE Science EducationJoVE Lab ManualFaculty Resource CenterFaculty Site
Terms & Conditions of Use
Privacy Policy
Policies

Related Concept Videos

Self-Discrepancy and Its Effects01:29

Self-Discrepancy and Its Effects

371
Self-discrepancy theory explains how people compare their actual self to their ideal and ought selves and how mismatches between these self-guides can lead to emotional distress. Developed by E. Tory Higgins, the theory distinguishes among three components of self-concept: the actual self, the ideal self, and the ought self. These refer respectively to how individuals perceive themselves, how they aspire to be, and how they believe they are obligated to be. Emotional well-being, self-esteem,...
371
Margin of Error01:27

Margin of Error

7.9K
The margin of error is also called the maximum error of an estimate. The margin of error is the maximum possible or expected difference between the observed sample parameter value and the actual population parameter value. For proportion, it is the maximum difference between the value of sample proportion obtained from the data and the true value of population proportion. As the true value of the population parameter is not known, the margin of error is calculated using the sample statistic.
7.9K
Self-Discrepancy Theory02:45

Self-Discrepancy Theory

19.0K
One influential perspective on what motivates people's behavior is detailed in Tory Higgin's self-discrepancy theory (Higgins, 1987). He proposed that people hold disagreeing internal representations of themselves that lead to different emotional states.  
19.0K
Pareto Chart00:52

Pareto Chart

8.0K
A Pareto chart is a bar graph or a combination of both line and bar graphs. The bar lengths represent the individual values or the frequency, while the lines represent the cumulative total values. In this chart, the longest bars are arranged on the left and the shortest bars on the right, which makes it easier to read and interpret the data. It can also be called a Pareto diagram or Pareto analysis.
The Pareto chart is named after the Italian economist Vilfredo Pareto, who described the Pareto...
8.0K
Inequalities01:28

Inequalities

372
Inequalities express mathematical relationships where two values are not equal and are compared using symbols such as <, >, ≤, or ≥. These expressions define a range of possible solutions rather than a single value. Interval notation provides a concise way to express these solution sets, especially when the variable spans a continuous range. An open interval, written as (a, b), excludes the endpoints, while a closed interval [a, b] includes them. There are also half-open...
372
Population Growth00:57

Population Growth

29.2K
Population size is dynamic, increasing with birth rates and immigration, and decreasing with death rates and emigration. In ideal conditions with unlimited resources, populations can increase exponentially, which plots as a J-shaped growth rate curve of population size against time. This type of curve is characteristic of newly-introduced invasive species, or populations that have suffered catastrophic declines and are rebounding.
29.2K

You might also read

Related Articles

Articles linked to this work by shared authors, journal, and citation graph.

Sort by
Same author

Policy responses to doctor and nurse migration in the European Region: insights from nine country case-studies.

European journal of public health·2025
Same author

Nursing and Midwifery's Impact on Health Policy Development: A Literature Review.

International nursing review·2025
Same author

Mitigating health workforce migration in Romania: policy lessons for Europe.

Human resources for health·2025
Same author

Global Strategy on Human Resources for Health: Workforce 2030-A Five-Year Check-In.

Human resources for health·2024
Same author

Human Resources for Health in Conflict Affected Settings: A Scoping Review of Primary Peer Reviewed Publications 2016-2022.

International journal of health policy and management·2024
Same author

Achieving universal health coverage and sustainable development goals by 2030: investment estimates to increase production of health professionals in India.

Human resources for health·2023

Related Experiment Video

Updated: Mar 2, 2026

Confocal Microscope-Based Laser Ablation and Regeneration Assay in Zebrafish Interneuromast Cells
11:17

Confocal Microscope-Based Laser Ablation and Regeneration Assay in Zebrafish Interneuromast Cells

Published on: May 20, 2020

6.8K

The widening gap.

James Buchan1

  • 1Queen Margaret University, Edinburgh.

Nursing Standard (Royal College of Nursing (Great Britain) : 1987)
|May 11, 2017
PubMed
Summary

Employment conditions for National Health Service (NHS) nurses in Scotland are diverging significantly from those in England, as highlighted by a recent NHS Pay Review Body report. This divergence is particularly evident in recent staff pay analyses concerning Scotland.

Area of Science:

  • Healthcare Management
  • Nursing Workforce Studies
  • Public Health Policy

Background:

  • Significant disparities exist in the employment landscape for National Health Service (NHS) nurses across the United Kingdom.
  • Recent reports indicate a widening gap in the conditions and remuneration of NHS nursing staff between Scotland and England.
  • Understanding these differences is crucial for workforce planning and retention strategies within the NHS.

Purpose of the Study:

  • To analyze and highlight the growing differences in employment situations for NHS nurses between Scotland and England.
  • To contextualize these employment variations in light of recent findings from the NHS Pay Review Body (RB) concerning Scottish staff pay.
  • To provide data supporting discussions on equitable employment practices within the UK's National Health Service.

More Related Videos

Visualization of Intensity Levels to Reduce the Gap Between Self-Reported and Directly Measured Physical Activity
05:59

Visualization of Intensity Levels to Reduce the Gap Between Self-Reported and Directly Measured Physical Activity

Published on: March 7, 2019

7.3K
Bridging the Technology Divide in the COVID-19 Era: Using Virtual Outreach to Expose Middle and High School Students to Imaging Technology
09:55

Bridging the Technology Divide in the COVID-19 Era: Using Virtual Outreach to Expose Middle and High School Students to Imaging Technology

Published on: September 28, 2022

2.3K

Related Experiment Videos

Last Updated: Mar 2, 2026

Confocal Microscope-Based Laser Ablation and Regeneration Assay in Zebrafish Interneuromast Cells
11:17

Confocal Microscope-Based Laser Ablation and Regeneration Assay in Zebrafish Interneuromast Cells

Published on: May 20, 2020

6.8K
Visualization of Intensity Levels to Reduce the Gap Between Self-Reported and Directly Measured Physical Activity
05:59

Visualization of Intensity Levels to Reduce the Gap Between Self-Reported and Directly Measured Physical Activity

Published on: March 7, 2019

7.3K
Bridging the Technology Divide in the COVID-19 Era: Using Virtual Outreach to Expose Middle and High School Students to Imaging Technology
09:55

Bridging the Technology Divide in the COVID-19 Era: Using Virtual Outreach to Expose Middle and High School Students to Imaging Technology

Published on: September 28, 2022

2.3K

Main Methods:

  • Comparative analysis of employment data for NHS nurses in Scotland and England.
  • Review of recent reports and publications from the NHS Pay Review Body (RB).
  • Examination of key indicators such as pay scales, working conditions, and staff retention rates.

Main Results:

  • The employment situation for NHS nurses in Scotland shows marked divergence from that in England.
  • Recent data from the NHS Pay Review Body (RB) report on staff pay in Scotland reinforces these pronounced differences.
  • Specific areas of divergence include remuneration, benefits, and potentially working environment factors.

Conclusions:

  • The employment conditions for NHS nurses in Scotland and England are demonstrably different and the gap is increasing.
  • The findings underscore the need for targeted policy interventions to address regional disparities in NHS workforce management.
  • Further research is warranted to explore the long-term implications of these employment differences on nurse retention and patient care quality.