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首页> 外文期刊>American journal of animal and veterinary sciences >Evaluation of the Texas Feed Yard Workforce: Survey of Stockperson Attitudes and Perceptions towards Euthanasia, Animal Care and Employee Value
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Evaluation of the Texas Feed Yard Workforce: Survey of Stockperson Attitudes and Perceptions towards Euthanasia, Animal Care and Employee Value

机译：德克萨斯饲料院劳动力的评价：对散发店的态度和对安乐死，动物护理和员工价值的看法

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A survey was administered to Texas cattle feedyard employees (n =111) from 31 different operations measuring stockperson perception, job satisfaction and socioeconomic status using Likert statements and multiple-choice questions. Differences among employment roles (manager, pen rider, processor (those who vaccinate and implant incoming calves), doctor (non-veterinarians)) were evaluated using a Kruskal-Wallis test followed by a Multiple Comparison procedure. Managers strongly agreed with the statement "beef cattle are not dirty" more than doctors (P = 0.03) and that "cattle behavior is affected by the way we treat them" than pen riders (P = 0.002) or processors (P = 0.01). Managers were less likely than doctors, pen riders and processors to believethey have too many cattle to look after (P = 0.05, P = 0.006 and P = 0.01, respectively). Pen riders reported less confidence in performing euthanasia than doctors (P = 0.02) and managers (P = 0.02) and, along with processors, agreed that cattle were notalways euthanized in a timely manner (P = 0.02 and P = 0.02, respectively). While all roles viewed Holstein cattle unfavorably (P < 0.001), processors viewed them more positively than pen riders (P = 0.05) and managers (P = 0.001). Socioeconomic resultsshowed that Texas feedyards have a dedicated, passionate work force, with 43% of participants having worked in the industry for 9+ years and 49% of participants working at cattle feedyards because they enjoy working with animals. Unfortunately, it was evident that stock people are underpaid (57% of participants making between $10-15/hr) and overworked (76% of participants working 50+ hrs/week). Survey responses identified critical role-dependent knowledge gaps and biases. A disconnect was observed among compensation, workload and the duration of time stock people spend interacting with cattle. Increasing industry investment in feedyard employees and providing breed-specific and employee role-specific education may promote an encouraging workplace thatensures feedlot cattle experience good welfare.
机译：使用Likert陈述和多项选择题，从31种不同的操作管理到德克萨斯州牛饲养员员工（n = 111）。使用Kruskal-Wallis试验评估就业角色（经理，笔骑手，处理器（疫苗接种和植入的犊牛）），医生（非兽医）的差异，然后进行多重比较过程。经理人强烈同意“牛肉牛并不脏”，而不是医生（P = 0.03），“牛行为受到我们对待他们的影响”而不是笔骑手（P = 0.002）或处理器（P = 0.01） 。经理人比医生，笔骑士和处理器的信徒较少，相信的人有太多的牛照看（P = 0.05，P = 0.006和P = 0.01）。笔骑手报告的信心比医生（P = 0.02）和经理（P = 0.02），以及处理器同意，牛是以及时的方式安乐死的（P = 0.02和P = 0.02）。虽然所有角色都观看了Holstein牛不利（P <0.001），但处理器比笔骑兵更积极地查看它们（P = 0.05）和经理（P = 0.001）。社会经济结果表明德克萨斯州饲养员有一个专门的，充满激情的劳动力，43％的参与者在行业中工作了9年以上以上以上的人和49％的参与者在牛饲养场所工作，因为他们喜欢与动物一起使用。不幸的是，很明显，股票人数（占10-15美元/小时的57％），持续超过57％，占50多个人小时/周的参与者的76％）。调查响应确定了关键的角色依赖知识差距和偏见。在补偿，工作量和时间持续时间之间观察到断开连接，股票人们与牛互动。增加产业投资馈子员工并提供特定于特定的和员工的职工特定教育可能会促进一个令人鼓舞的工作场所，概述饲料牛经验良好的福利。

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