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Historically, infection with strains of methicillin-resistant Staphylococcus aureus (MRSA), which are usually multidrug-resistant, has been acquired by persons in hospitals, nursing homes, and other health care institutions. These infections are known as health care—associated MRSA infections. Community-associated MRSA (CA-MRSA) infection, which bears significant similarities to and differences from health care—associated MRSA infection, appears to be on the rise and has been described in several well-defined populations, such as children, incarcerated persons, Alaskan Natives, Native Americans, Pacific Islanders, sports participants, and military personnel. CA-MRSA infection has caused severe morbidity and death in otherwise healthy persons. Proven, reproducible strategies and programs for preventing the emergence and spread of CA-MRSA are lacking. Further surveillance and epidemiological and clinical studies on CA-MRSA infections are necessary for documenting the extent of the problem and for developing and evaluating effective prevention and control efforts.

Last year, invasive fungal infections were identified in association with injections of contaminated methylprednisolone from a compounding pharmacy. In this report, the epidemiology of the outbreak is presented from its identification in September 2012 through mid-2013. There has been no systematic surveillance in the United States for adverse events that occur after glucocorticoid injections for the treatment of chronic musculoskeletal pain, but infection is a known, although probably rare, risk documented in the medical literature. 1 – 6 Infections that develop after a procedure are usually bacterial 2 , 7 – 10 ; fungal infections are extremely rare. 11 – 14 We present data on a multistate outbreak of fungal meningitis and other infections associated with injections of preservative-free methylprednisolone acetate that was purchased from a single compounding pharmacy and describe the public health response to the outbreak. Methods Index Patient and Early . . .

Objectives Federal open-data initiatives that promote increased sharing of federally collected data are important for transparency, data quality, trust, and relationships with the public and state, tribal, local, and territorial partners. These initiatives advance understanding of health conditions and diseases by providing data to researchers, scientists, and policymakers for analysis, collaboration, and use outside the Centers for Disease Control and Prevention (CDC), particularly for emerging conditions such as COVID-19, for which data needs are constantly evolving. Since the beginning of the pandemic, CDC has collected person-level, de-identified data from jurisdictions and currently has more than 8 million records. We describe how CDC designed and produces 2 de-identified public datasets from these collected data. Methods We included data elements based on usefulness, public request, and privacy implications; we suppressed some field values to reduce the risk of re-identification and exposure of confidential information. We created datasets and verified them for privacy and confidentiality by using data management platform analytic tools and R scripts. Results Unrestricted data are available to the public through Data.CDC.gov, and restricted data, with additional fields, are available with a data-use agreement through a private repository on GitHub.com. Practice Implications Enriched understanding of the available public data, the methods used to create these data, and the algorithms used to protect the privacy of de-identified people allow for improved data use. Automating data-generation procedures improves the volume and timeliness of sharing data.

OBJECTIVES To develop common indicators, relevant to both EU member states and the United States, that characterize and allow for meaningful comparison of antimicrobial stewardship programs among different countries and healthcare systems. DESIGN Modified Delphi process. PARTICIPANTS A multinational panel of 20 experts in antimicrobial stewardship. METHODS Potential indicators were rated on the perceived feasibility to implement and measure each indicator and clinical importance for optimizing appropriate antimicrobial prescribing. RESULTS The outcome was a set of 33 indicators developed to characterize the infrastructure and activities of hospital antimicrobial stewardship programs. Among them 17 indicators were considered essential to characterize an antimicrobial stewardship program and therefore were included in a core set of indicators. The remaining 16 indicators were considered optional indicators and included in a supplemental set. CONCLUSIONS The integration of these indicators in public health surveillance and special studies will lead to a better understanding of best practices in antimicrobial stewardship. Additionally, future studies can explore the association of hospital antimicrobial stewardship programs to antimicrobial use and resistance. Infect Control Hosp Epidemiol 2016:1-11.

PurposeThe global nature of today’s business environment, coupled with technological advances, has resulted in leaders working with an increasingly diverse workforce worldwide. An emerging stream of research examines the beliefs that individuals, groups, and organizations have regarding diversity. The purpose of this paper is to add to this work by looking at subordinate perceptions of a leader’s beliefs about diversity and how that relates to a leader’s performance.Design/methodology/approachUsing archival data, the authors examine 33,976 leaders (from 36 different countries and more than 4,000 companies). This study includes performance ratings from each leader’s supervisor as well as perceptual measures of diversity beliefs from their direct reports and a measure of national culture as a moderator.FindingsThe research finds that employee perceptions of a leader’s diversity beliefs are related to supervisor ratings of the target leader’s performance. In addition, the relationship between a leader’s diversity beliefs and the target leader’s performance rating is stronger in cultures high in performance orientation (PO) than in cultures low in PO.Research limitations/implicationsThe limitations include the use of an archival data set as well as an assigned country score for our measure of culture.Originality/valueWhile existing research has examined the impact of self-rated measures of diversity beliefs, there is little empirical research that examines how employee perceptions of a leader’s diversity beliefs will impact performance. The authors address this need by examining whether employee-rated perceptions of the leader’s diversity beliefs are related to a supervisor-rated measure of leader performance. In addition, the authors examine the moderating influence of societal culture on this relationship.

In a severe pandemic, rapid production and deployment of vaccines will potentially be critical in mitigating the impact on populations and essential services. We compared access to vaccines and timing of delivery relative to identification of A(H1N1)pdm09 and the geographic progression of the pandemic in the WHO European Region in order to identify gaps in provision. Information on vaccine procurement and donations was collected through a web-based survey conducted in all 53 member states of the Region. Among the 51 countries responding to the survey, the majority (84%) implemented vaccination campaigns against A(H1N1)pdm09. However, time of vaccine receipt and number of doses varied substantially across the region, with delayed access in many countries especially in those in the lowest income range. Improving access to influenza vaccines in low resource countries and solving issues of product liability should help reduce inequalities and operational challenges arising during a future public health crisis.

PurposeThe purpose of this paper is to examine the influence of both value congruence between employees and supervisors as well as the important role of employee voice for optimal outcomes in organizations.Design/methodology/approachA heterogeneous sample of 495 working adults across business sectors completed instruments on value fit, voice, citizenship behaviors, commitment and psychological well-being.FindingsResults suggest when employees experience value fit with their immediate supervisor, they express voice in organizations. Employee voice partially mediated the effects of value congruence on citizenship behaviors, commitment and psychological well-being.Originality/valueWhile it is common for employees and supervisors to share and observe personal values at work, few studies have considered the effects of alignment between these values. Further, this is one of the very few studies that have considered the employee consequences of this value congruence.

Abstract The process of global leadership development remains a challenging theoretical problem in the field of global leadership. To help address this issue, we develop a theoretically grounded process model of global leadership competency development that addresses the dynamics involved in the adoption and enhancement of intercultural competencies associated with global leadership. We do this by integrating theoretical constructs associated with competency development from the adult learning and development, cognitive-behavior therapy, global leadership development, leadership development, organizational development, and social learning theory literatures. The resulting model includes testable propositions – a critical feature that existing global leadership development process models currently lack. Our chapter concludes with a discussion of the implications of the model for future research and practice.