Objective To identify organizational barriers to and facilitators for female surgeons' career progression. Design Systematic review of qualitative and quantitative studies relating to organizational barriers to and facilitators for female Surgeons' career progression. After the quality assessment of the peer-reviewed journal articles, twelve articles were selected for full review. Thematic analysis was used to identify key themes in these selected articles. Setting The studies solely focused on organizational factors linked to female physicians' career progression in surgical specialties. Partcipants Female surgeons. Main outcome measures Organizational barriers and facilitators Results Twelve peer-reviewed journal articles were included in the study which focused on barriers to female surgeons' career progression, ways of facilitating female surgeons' career progression, and female surgeons' job satisfaction. Conclusion The major organisational factors contributing to the lack of career progression for female surgeons are (1) organizational culture which promotes rigid career structure that is inclined to support male surgeons than female surgeons and also male domination in which male surgeons feel superior to female surgeons (2) work family conflict whereby women feel that they have to make a family sacrifice by being women; they experience the difficulty in securing a work-life balance in the masculine career structure in surgical specialties. This implies that policy makers and healthcare organizations need to pay significant attention to organizational facilitators for female surgeons' career progression such as flexible career pathways and work patterns, a variety of different viable career progressions, more family-friendly working conditions, and the promotion of female mentors and role models in surgical specialties to support female surgeons in dealing with the organizational barriers in the male-dominated organizational culture and the lifestyle issues as well.

Healthcare employee motivation is a key concept when attempting to achieve an efficient, effective and good quality healthcare delivery. In this article, a systematic review of primary data from the UK, Europe, Africa and Asia was conducted to consolidate the available evidence on the effect of organisational factors on healthcare employee motivation. Because healthcare delivery is highly labour intensive, it must be acknowledged that human resources are extremely critical in the drive for healthcare organisations to deliver on their organisational goals. The organisational factors that were identified as having a great effect on healthcare employee motivation can be divided into financial and non-financial factors. Remuneration was identified as a strong extrinsic factor, while conducive working conditions, increased responsibilities and appreciation from the communities in which they serve were identified as strong intrinsic factors. Even though there is a cultural aspect to motivation, remuneration, managerial support, and career advancement are core factors that affect all healthcare professionals-irrespective of country. Many of the factors that were observed in the literature as affecting motivation can be addressed by improving the reward strategy of healthcare organisations.

Abstract. In the last years one of the main concerns of the software industry has been to reengineer their legacy Web Applications (WAs) to take advantage of the benefits introduced by Rich Internet Applications (RIAs), such as enhanced user interaction and network bandwith optimization. However, those reengineering processes have been traditionally performed in an ad-hoc manner, resulting in very expensive and errorprone projects. This situation is partly motivated by the fact that most of the legacy WAs were developed before Model-Driven Development (MDD) approaches became mainstream. Then maintenance activities of those legacy WAs have not been yet incorporated to a MDA development lifecycle. OMG Architecture Driven Modernization (ADM) advocates for applying MDD principles to formalize and standardize those reengineering processes with modernization purposes. In this paper we outline an ADM-based WA-to-RIA modernization process, highlighting the special characteristics of this modernization scenario.

This paper reports on the findings of Delivering Inclusive Access to Disabled and Elderly Members of the community (DIADEM), a 3-year project, funded by the European Commission's Sixth Framework Programme, to assist older adults when accessing, completing, and submitting online forms, by developing web-based assistive technologies that adapt the online form according to users' needs. A user-centred approach is adopted to gain insights into the challenges faced by 80 older adults in three European countries as they interact with a representative sample of public service-based online forms. A thematic analysis is then carried out on the data, which revealed five over-arching themes that relate to the challenges faced by users: assistance, trust, layout, the technology paradigm, and language. From these themes, 23 online form design guidelines are derived, which provide valuable guidance for the development of the DIADEM application and for e-Government online form design for an ageing population in general.