Facility Workers Research Articles

Pengaruh Human Relation, Stres Kerja Dan Fasilitas Kerja Terhadap Kinerja Pegawai Pada Dinas Kependudukan Dan Catatan Sipil Kota Tebing Tinggi

Human Resource Management is the science and art of managing the relationships and roles of the workforce so that they are effective and efficient in helping to realize the goals of the company, employees and society. The aim of this research is to determine the influence of human relations, work stress and work facilities on employee performance at the population and civil registration services of the city of Tebing Tinggi. The research method used is a quantitative research method. The sampling used in this research was the Non Probability Sampling method and the type of sampling used total sampling, the number of samples studied was 30 respondents. The analytisis tool used is multiple linear regression with the help of SPSS 25.00 Software. The results of this research show that human relations have a positive and significant effect on employee performance. Work stress has a positive and significant effect on employee performance. Work facilities have a positive and significant effect on employee performance. Human relations, work stress and work facilities simultaneously influence employee performance at the population and civil registration services of the city of Tebing Tinggi.

Redesign of workstations to minimize musculoskeletal disorders for guitar workers in Indonesia

This study aims to determine and analyze body parts that experience musculoskeletal disorders (MSDs) and muscles that experience fatigue in guitar-making workers. The method used is the Nordic Body Map (NBM) to determine MSDs complaints, including complaints of pain in 28 parts of the worker's body, and the Muscle Fatigue Analysis (MFA) method to determine muscle fatigue that occurs in each part of the body by determining the level of effort, duration of work, and frequency of work movements. The results of research using NBM were 2 workers with high risk, 3 workers with medium risk, and 7 workers with low risk. The results of the MFA method were that 3 workers experienced muscle fatigue in the very high category with priority in the neck, back, shoulders, right arm, wrist and feet. Efforts to minimize the risk of MSDs by redesigning work facilities using SolidWorks software and reducing the risk of muscle fatigue by improving work facilities, improving the layout of the production floor, and encouraging workers to stretch their muscles and exercise regularly.

Design of Work Facility Improvements with a Macroergonomic Analysis and Design (MEAD) Approach in SMEs Andri Tofu

Small and Medium Enterprises Andri tofu is an industry engaged in food production which is located in Ngrampal District, Sragen. In the production process there is a non-optimal working system, where the process of setting up the mold tool takes more than 1 minute and the pressing process uses a load of more than 17 kg in the form of using a 20 liter bucket full of water. The purpose of this study is to identify the factors that influence the work system, measure complaints and posture, and design work facility improvement designs. The method used is in the form of Macroergonomic Analysis and Design to design work systems and facilities based on the location of the highest deviation. The results of the study found that there were dominant body complaints on the right hand by 5.18% and mild complaints on the thighs by 1.41%. Improvements to the design of the tool have an adjustable height of 140-170 cm, a width of 72 cm, a height of 57 cm for the feet of the tool, and the pressing uses a gear system with a rack gear of 70 cm and diameter a spin gear of 6 cm which is driven using a rotary press stirrer.

The Interplay of Compensation and Working Facilities on Local Tax Revenue: A Data Panel Evidence of Municipalities in East Borneo

This study investigates the relationship between employee compensation, working facilities, and local tax revenue generation in East Kalimantan Province, Indonesia. Utilizing panel data multiple linear regression analysis, the research analyzes financial reports from ten Regencies and Cities (Balikpapan, Samarinda, Bontang, Kutai Timur, Kutai Barat, Kutai Kartanegara, Penajam Paser Utara, Berau, Mahakam Ulu, and Paser) over the period of 2017-2023. Employee compensation, represented by growth of employee expenditures (PBP), captures the year-to-year increase in personnel costs. Working facilities, represented by growth of goods and service expenditures (PBBJ), reflect the year-to-year change in spending on operational resources. The findings reveal a positive association between both growth in employee expenditures and growth in goods and services expenditures with local tax revenue, but these relationships are not statistically significant. This suggests that factors beyond employee compensation and working facilities likely play a more prominent role in driving regional tax revenue growth.

Work Posture Analysis using the RULA and OWAS Methods in the Cement Packing Section at the Packing Plant Indarung Unit of PT. Semen Padang

PT Semen Padang is a cement manufacturer. According to preliminary observations, the cement packing process, which is done at the Packing Plant Indarung unit, is the last step of the cement production process. Due to the sideways and bowed body positions, cement bagging is performed manually with a less ergonomic working position. This is performed continuously, causing workers complaints of musculoskeletal disorders. The results of distributing the Nordic Body Map questionnaire to employees indicate that many operators experience pain due to their work positions. Based on these findings, the RULA method was used to analyze work posture, yielding a group A posture score of 7, a group B posture score of 4, and a final RULA assessment score of 7. The OWAS method assessment, meanwhile, earned a score code of 2141 and was categorized as a level 3 risk. The results of the risk assessment using the RULA method yield a score of 7, indicating that the operator's work attitude needs to change immediately, whereas the results of the assessment using the OWAS method yield a score of 3, indicating that work posture has a very significant impact on tension and needs to be corrected as soon as possible. On the basis of the results of these assessments, a recommendation was made to design a trolley work facility that can be utilized to reduce the risk of MSDs for cement packaging operators

The Influence of the Quality of Human Resources, Operator Training and Work Facilities on the Effectiveness of the Village Financial System in Banjarnegara

This research aims to assess the influence of the quality of human resources, operator training, and work facilities on the effectiveness of the use of Siskeudes in village government. The Siskeudes application is run by operators, namely village officials/village officials who have participated in training activities. There are obstacles in using the Siskeudes application, such as the quality of human resources which are not yet optimally qualified in relation to the use of technology, facilities which are not updated and up to date, and a lack of training to run and understand the Siskeudes application. The research method used was quantitative. Data collected through questionnaires that were distributed to Siskeudes operators in villages in Banjarnegara regency with a sample of 100 villages. The results of the research show that the quality of human resources has a positive and significant effect on the effectiveness of using Siskeudes. Training does not have a positive and significant effect on the effectiveness of using Siskeudes. Work facilities have a positive and significant effect on the effectiveness of using Siskeudes. The government needs to improve the quality of human resources for village officials by holding intensive training on the use of Siskeudes, and adding or updating existing work facilities to maximize the operation of the Siskeudes.

The Influence of the Work Environment and Work Facilities on Work Productivity Through Work Morale as an Intervening Variable at PT. Jambi Regional Development Bank Sarolangun Branch Office

The work provided by the company is required to be done quickly and precisely in today's increasingly advanced technological era. Changes are occurring in various fields, especially in the industrial world. Without carrying out responsive and adaptive transformation, companies risk being unable to maintain their business model and this effort is to prevent technological disruption. In this era of industrial revolution 4.0, competition in various fields cannot be avoided. All organizations, both social and economic, utilize technological advances to meet needs and be able to compete. All parties adapt to technological advances or ongoing trends so that they can survive and be able to compete. In line with the aim of surviving and being able to compete, the productivity of the organization is also expected to be effective and maximal.

Analysis of Work Measurement Using a Stopwatch in a Motorcycle Workshop

In realizing competitiveness, a company/ business organization must have operational excellence. Operational excellence is obtained through the provision of facilities in the form of tools or work systems that enable workers to operate them more efficiently and effectively, where efficiency and effectiveness are two things that produce productivity. Apart from many influencing factors, such as worker experience and knowledge, CV. XYZ – a work organization engaged in the repair of two-wheeled motorized vehicles – is also trying to create an advantage that allows them to increase their productivity. This research is a quantitative descriptive study, which takes time data from the two jobs most routinely carried out by CV. XYZ, namely changing engine oil and gear oil. This research was carried out with the aim of finding out the standard time needed for workers to complete their work and making recommendations for possible improvements to be implemented by CV management. XYZ, namely recommendations for the layout of work facilities and also the sequence of work processes. The measurement results show that the standard time required to complete the job of changing engine oil and garden oil is 372.68 seconds and 417.99 seconds, respectively. Creating an operational flow map (current FPC) shows that the average distance that workers need to travel while working on engine oil and garden oil is 22 meters. The results of the FPC recommendation provided show that the distance has decreased to 16.5 meters or 5.5 meters shorter.

Impact of Suaahara, an at-scale multisectoral nutrition programme, on health workers' maternal and child health, and nutrition knowledge and skills in Nepal.

Suaahara, an at-scale multisectoral nutrition programme in Nepal, aimed to advance knowledge and skills of frontline health workers to improve the quality of nutrition and health services at health facility and community levels. This study assessed the impact of Suaahara interventions on knowledge and skills of health facility workers and Female Community Health Volunteers (FCHVs). The study used a quasi-experimental design in which four Suaahara intervention districts were compared with pair-matched comparison districts. One health facility worker and three FCHVs from each survey cluster were included. Baseline survey consisted of 93 health facility workers (2015) and 118 FCHVs (2012), and endline survey (2022) consisted of 40 health facility workers and 120 FCHVs. Difference-in-differences regression models employing intent-to-treat analysis, accounting for clustering at the district level, assessed the impact of intervention. The intervention, relative to comparison, had no effect on health facility workers' knowledge. There was a positive effect, however, on FCHVs' knowledge in intervention relative to comparison areas on exclusive breastfeeding, timing of introduction of complementary feeding, sick child feeding and growth monitoring and promotion (GMP) for children under 2 years. Health facility workers and FCHVs in intervention versus comparison districts had higher endline scores for skills related to measuring the weight of children and pregnant women, measuring the height/length of children, conducting GMP for children under 2 years and identifying malnourished children. Suaahara interventions improved the capacity of health workers, particularly nutrition-related knowledge among FCHVs and GMP-related skills of both health facility workers and FCHVs.

The Role of Work Facilities, Employee Engagement, and Work Ethic in Enhancing Employee Performance with Job Satisfaction as an Intervening Factor at CV. Anugerah Tirta Persada Pangkalan Bun

This study explores the intricate relationships between work facilities, employee engagement, work ethic, job satisfaction, and employee performance within CV Anugrah Tirta Persada Pangkalan Bun. The research seeks to determine the impact of these factors on job satisfaction and how job satisfaction mediates their influence on employee performance. Utilizing a saturation sampling method, the study encompasses all 39 employees of the company. Data was collected via a comprehensive questionnaire covering respondent characteristics, work facility scale, work engagement scale, work ethic scale, job satisfaction scale, and employee performance scale, analyzed using SMARTPLS. Key findings reveal that work facilities and employee engagement do not significantly affect job satisfaction, as evidenced by p-values of 0.449 and 0.410, respectively. Conversely, work ethic significantly enhances job satisfaction with a p-value of 0.000. Job satisfaction is confirmed as a substantial predictor of employee performance (p-value 0.000). While job satisfaction significantly moderates the influence of employee engagement on performance (p-value 0.010), it does not moderate the effects of work facilities or work ethic on performance. Additionally, work ethic directly influences employee performance (p-value 0.012), while work facilities do not show a significant direct impact (p-value 0.177). These insights suggest prioritizing work ethic and employee engagement over work facilities to enhance job satisfaction and performance. The findings contribute valuable perspectives to human resource management practices, emphasizing the need for organizations to foster strong work ethics and employee engagement to boost overall performance.

Perancangan Kursi Kerja yang Ergonomi untuk Pekerja di UKM Wintolo

UKM Wintolo is a small and medium business that produces molds using liquid aluminum as the base material. UKM Wintolo has 3 workers with different age ranges. When initial observations were made, it was seen that the position and posture of workers when working were not neutral and not ergonomic, so community service activities were carried out at UKM Wintolo with the theme of improving processes and work environments in accordance with ergonomics rules at UKM Wintolo. This activity was carried out for 2 days, namely the first day was carried out by providing socialization material according to the theme of the activity, and taking measurements using the anthropometric method in making work facilities. The work facilities that have been refurbished include work chairs that are used for the mold preparation process and the process of taking mold results. On the second day, the products that had been made for these two activities were handed over. Community service activities are carried out to avoid musculoskeletal disorder (MSDs) complaints and this will subsequently have an impact on increasing worker productivity. Through this activity, it can be seen that there is a change in the position and posture of workers while working.

Primary Healthcare Workers' Awareness of Acute Rheumatic Fever & Rheumatic Heart Disease: A Study in Public Health Facilities in South Western Uganda.

Timely identification and treatment of a streptococcal throat infection prevents acute rheumatic fever (ARF) and its progression to Rheumatic Heart Disease (RHD). However, children in developing countries still present with established RHD, due to either missed, untreated or sub-optimally treated sore throats and ARF. We aimed to determine the level of knowledge, skills, and practices of primary health workers in South Western Uganda in providing care such children. We conducted a comparative quantitative cross-sectional study to assess knowledge, practices, and skills regarding the care of a child with a sore throat, ARF, and RHD. The responses were scored against a structured guide. The Fisher's exact test and the chi-squared test with level of significance set at 0.05 were utilized to compare differences in knowledge, skills, and practices among health workers in private and public health facilities about ARF and RHD. Eighty health workers from health facilities were interviewed in Mbarara district with a median age of 29.5 years (IQR 27.34) and median duration in practice of 5 years (IQR: 2, 10). On average, there were at least 3 children with sore throats weekly. At least 95% (CI: 87.25%-98.80%) of the health worker had awareness about ARF and RHD. Only 43.75% (95% CI: 33.18%-54.91%) had good knowledge about ARF and RHD. Majority, 61.25% (95% CI: 50.03%-71.39%) did not know the proper prophylaxis and investigations for a child with ARF. There were no statistically significant differences but a clinically meaningful differentials in the level of knowledge among health workers in public and private facilities. The knowledge and skill level of health workers in primary healthcare facilities about ARF and RHD in South Western Uganda remains low, with no difference between practitioners in public and private facilities.

Peran Lingkungan Kerja dan Fasilitas dalam Meningkatkan Motivasi dan Kinerja Karyawan

The work environment and facilities are two important factors that influence employee motivation and performance in an organization. Employees who work in a conducive environment and are equipped with adequate facilities tend to be more motivated and productive. The aim of this research is to measure the extent to which the work environment and facilities provided by the company can influence employee motivation and performance, as well as to provide strategic recommendations for improving the quality of the work environment and existing facilities. This research uses a quantitative approach with survey methods. Data was collected through questionnaires distributed to employees. The data analysis technique used is multiple linear regression to test the relationship between work environment variables, facilities, motivation and employee performance. The research results show that a conducive work environment and adequate facilities significantly influence employee motivation, which in turn has a positive impact on their performance. The work environment has a greater influence than facilities on employee motivation. In addition, motivation is proven to be a significant mediator between work environment and employee performance.

Analysis Of The Influence Of Work Environment, Discipline And Motivation On Job Satisfaction Of Vocational Education Institution Employees

The purpose of this study is to ascertain how work environment, work motivation, and work discipline affect teachers' job happiness. Researchers use the population of all teachers. One hundred teachers served as the study's sample. In this study, questionnaires, observations, and interviews were utilized to collect data. Validity and reliability tests are the kind of data quality assessments that were employed in this study. Multiple linear regression analyses are used in this study. Numerous significant conclusions on the variables influencing teachers' job happiness are presented by the analysis that was done. First, job happiness among teachers is influenced in part by work motivation. This suggests that the degree of job satisfaction among teachers is significantly influenced by their level of personal work motivation. Second, work discipline has an impact on teachers' job happiness to some extent. This demonstrates that the degree of discipline exhibited in completing tasks is a significant factor in determining the degree of job satisfaction experienced by teachers. Third, it has been demonstrated that a teacher's job happiness is somewhat influenced by their workplace. Teachers' levels of job satisfaction can be influenced by a variety of factors, including corporate culture, work facilities, and the quality of relationships among colleagues. Moreover, overall, the work atmosphere, discipline, and motivation all affect teachers' job satisfaction at the same time. These results highlight how intricately these many elements interact to shape teacher job satisfaction in certain educational settings. Gaining a deeper comprehension of these elements will enable actions to be taken to boost teacher job satisfaction and raise the standard of instruction they deliver.

Patterns of oxytocin use for induction and augmentation of labour among healthcare providers in Nigeria

BackgroundThe practice of intrapartum use of oxytocin for induction and augmentation of labour is increasing worldwide with documented wide variations in clinical use, especially dose administrations. There is also evidence of intrapartum use by unauthorized cadre of staff.AimThis study assessed the patterns – frequency of intrapartum use of oxytocin, the doses and routes of administration for induction and augmentation of labour, and identified the predictors of oxytocin use for induction and augmentation of labour by healthcare providers in Nigeria.MethodsThis was a cross-sectional study conducted among healthcare providers – doctors, nurses/midwives and community health workers (CHWs) in public and private healthcare facilities across the country’s six geopolitical zones. A multistage sampling technique was used to select 6,299 eligible healthcare providers who use oxytocin for pregnant women during labour and delivery. A self-administered questionnaire was used to collect relevant data and analysed using STATA 17 statistical software. Summary and inferential statistics were done and further analyses using multivariable regression models were performed to ascertain independent predictor variables of correct patterns of intrapartum oxytocin usage. The p-value was set at < 0.05.ResultsOf the 6299 respondents who participated in the study, 1179 (18.7%), 3362 (53.4%), and 1758 (27.9%) were doctors, nurses/midwives and CHWs, respectively. Among the respondents, 4200 (66.7%) use oxytocin for augmentation of labour while 3314 (52.6%) use it for induction of labour. Of the 1758 CHWs, 37.8% and 49% use oxytocin for induction and augmentation of labour, respectively. About 10% of the respondents who use oxytocin for the induction or augmentation of labour incorrectly use the intramuscular route of administration and about 8% incorrectly use intravenous push. Being a doctor, and a healthcare provider from government health facilities were independent positive predictors of the administration of correct dose oxytocin for induction and augmentation of labour. The CHWs were most likely to use the wrong route and dose administration of oxytocin for the induction and augmentation of labour.ConclusionOur study unveiled a concerning clinical practice of intrapartum oxytocin use by healthcare providers in Nigeria – prevalence of intrapartum use of oxytocin, inappropriate routes of administration for induction and augmentation of labour, varied and inappropriately high start dose of administration including unauthorized and high intrapartum use of oxytocin among CHWs.

Lived transportation barriers for persons with disabilities: Contextualizing the Ghana disability law through the lenses of Giddens' theory of structuration

Although researchers and policymakers have proposed several ideas for improving the travel experiences of Persons with Disabilities (PWDs), they still face several barriers, especially in developing countries. This calls for a new sociological perspective aimed at contextualizing local disability policies and theories to create a disability-friendly society. This paper contextualizes the Ghana disability law through the lenses of Giddens' theory of structuration for the first time to understand the lived transportation barriers for PWDs. Questionnaire surveys involving 664 PWDs with physical, visual, auditory, and speaking impairments, key informant interviews, and field observations were triangulated. Results showed that all agents and structures, namely discrimination/facility managers' attitude, driver attitude, pedestrian behavior, design of facilities, and accessibility, are creating transportation barriers for PWDs in Ghana. Participants voiced exclusion from the design and implementation of transport facilities. Notably, discriminatory attitudes from commuters, drivers, and facility managers make PWDs feel marginalized. The lack of disability-friendly public buses/paratransit services and assistive technologies impedes PWDs' mobility to work, school, and health facilities. These findings show that although the Ghana disability law makes provisions for PWDs' mobility needs, there is weak enforcement. Thus, beyond improving infrastructure and access for PWDs, societal reorientation and enhanced enforcement of the laws are needed to foster empathy towards PWDs. The reorientation-based approach requires enhanced public sensitization, law enforcement, and regular consultation of PWDs in transport planning to improve the social order.

Non-uptake of COVID-19 vaccines and reasons for non-uptake among healthcare workers in Uganda: a cross-sectional study

BackgroundVaccines play a crucial role in eradicating and containing disease outbreaks. Therefore, understanding the reasons behind vaccine refusal and associated factors is essential for improving vaccine acceptance rates. Our objective was to examine the determinants of COVID-19 vaccine non-uptake and explore the reasons for non-uptake among healthcare workers (HCWs) in Uganda.MethodsBetween July and August 2021, we conducted a cross-sectional study among healthcare workers in primary healthcare facilities (private and government) in Entebbe Municipality, Uganda. Participants were recruited using convenience sampling, and consenting individuals received credentials to access an electronic database and complete a structured questionnaire. There were no established HCWs contact registers in the municipality, and the study was conducted during a national lock down, therefore, the HCWs who were on duty at the time of the study were approached. The survey questions were based on the ‘3Cs’ model of vaccine hesitancy and focused on confidence, convenience, and complacency factors. Non-uptake of vaccines was defined as not having received any of the available vaccines in the country. We employed counts, percentages, and simple logit models to summarize the reasons for non-uptake of COVID-19 vaccines and to identify associated factors.ResultsThe study recruited 360 HCWs, 61.7% of whom were female, with an average age of 31 years (SD = 7.9). Among them, 124 (34.4%) healthcare workers did not receive any COVID-19 vaccine. Non-uptake of COVID-19 vaccines was independently associated with several factors, including age [35 + years adjusted odds ratio (aOR) = 0.30, 95% CI: 0.13–0.66 compared with 18–24 years], facility ownership [government, aOR = 0.22 (0.10–0.49) compared with private not-for-profit], previous testing for coronavirus [yes, aOR = 0.35 (0.19–0.65)], and previous involvement in COVID-19 vaccine activities [yes, aOR = 0.17 (0.10–0.29)]. The primary reasons cited for non-uptake of COVID-19 vaccines were related to a lack of confidence in the vaccines, such as concerns about side effects (79.8%) and the need for more time to understand the vaccines (89.5%), as well as the importance of weighing benefits and risks (84.7%) before being vaccinated. A smaller proportion, approximately 23%, cited reasons related to complacency and lack of convenience in accessing vaccination services.ConclusionThe high proportion of non-uptake of COVID-19 vaccines among this population primarily stems from a lack of confidence and trust in the vaccines, coupled with insufficient time allowed for users to make informed decisions. This underscores the urgent need for ongoing monitoring and trend analysis of vaccine non-uptake to guide the development and implementation of strategies aimed at building and sustaining vaccine confidence. Adequate time should be allowed to explain benefits of vaccination to the population to allay fears that might exist before actual vaccination is rolled out.

Workplace violence against healthcare workers in rural health facilities of Bangladesh and their quality of life: A cross-sectional study

Background: The prevalence of verbal and physical violence against healthcare workers (HCWs) is reportedly high in Bangladesh. We aimed to determine the prevalence and risk factors associated with violence against HCWs in Bangladesh. Methods: This cross-sectional study was done in May-June 2021 among 378 physicians and nurses working in 19 randomly selected rural government health facilities. A self-administered validated Bangla version of the WHOQOL-BREF questionnaire on workplace violence (WPV) and the quality of life (QoL) was used. Multiple logistic regression analyses were done to find out the independent risk factors of WPV. Results: The prevalence of overall WPV was about 48.0% (psychological 46.6%, physical 5.0%, and sexual harassment 1.9%). However, the WPV reporting rate was very low (27.8%). Being a male (aOR= 2.18; 95% confidence interval: 1.22−3.90) and a physician (aOR = 2.93; 95% CI: 1.56−5.52) had increased the likelihood of experiencing WPV. HCWs who were encouraged to report WPV were less likely to experience WPV (aOR = 0.36; 95% CI: 0.18−0.70). Study participants exposed to WPV had sig-nificantly lower QoL (P&lt;0.01) in all the domains of WHOQOL-BREF (physical, psychological, social, and environmental). Conclusion: The study findings revealed that half of the HCWs working at rural government health facilities experienced WPV, which warrants proper investigation to adopt effective measures to reduce future occurrence. Moreover, the QoL of HCWs working in the aforementioned health facilities was significantly influenced by exposure to WPV.

Febrile disease modeling and diagnosis system for optimizing medical decisions in resource-scarce settings

Febrile diseases are highly prevalent in tropical regions due to elevated humidity and high temperatures. These regions, mainly comprising low- and middle-income countries, often face challenges related to inadequate medical infrastructure and a lack of skilled personnel for accurately diagnosing febrile diseases. Distinguishing one febrile illness from another posed a significant challenge, adding to the complexity of accurate diagnoses. This study developed a multi-symptom multi-disease model to address this challenge, leveraging exploratory data analysis of patient datasets from field studies and the expertise of medical practitioners specializing in tropical diseases. The research investigated the most effective modeling approach for differentiating among 11 febrile illnesses that are prevalent in Nigeria using three intelligent techniques: Extreme Gradient Boost (XGBoost), Fuzzy Cognitive Map (FCM), and Analytic Hierarchy Process (AHP). Comparative analysis demonstrates that AHP surpassed the others, achieving a precision of 84%, recall of 83%, and an F1-score of 84%. Consequently, the AHP technique was integrated into the development of “Febra Diagnostica,” an app aimed at enhancing febrile disease diagnosis in resource-constrained settings. The app was then deployed and utilized in select Nigerian states, offering scalability and empowering frontline health workers in primary health facilities. Febra Diagnostica featured user-friendly interfaces, automated diagnosis and treatment suggestions, streamlined referrals, and provisions for further investigations. Encryption, access control, and multi-factor authentication were some of the security and privacy considerations in the app which gained acceptance from medical experts and adapted to regulatory and ethical policies for smart healthcare systems.

Predictors of positive tuberculin skin test in neonates exposed to pulmonary tuberculosis.

Neonates are at risk of nosocomial tuberculosis (TB) infection from health care workers (HCWs) in neonatal care facilities, which can progress to severe TB diseases. Tuberculin skin test (TST) is commonly used for TB diagnosis, but its accuracy in neonates is influenced by various factors, including bacilli Calmette-Guérin (BCG) vaccination. This study aimed to identify predictors of positive TSTs in neonates exposed to HCWs with pulmonary TB. A retrospective observational study was conducted to compare the frequency of predictors between TST-positive and TST-negative neonates. Demographic, epidemiological, and clinical data of neonates exposed to TB, along with that of HCW and household contacts, were collected retrospectively through contact investigations with the Korean National TB Surveillance System (KNTSS) database. TSTs using 2 tuberculin units of purified protein derivative RT23 were performed on exposed neonates at the end of preventive TB treatment. Firth logistic regression was performed to identify predictors of TST positivity. Contact investigations revealed that 152 neonates and 54 HCWs were exposed to infectious TB index cases in 3 neonatal care facilities. Of 152 exposed neonates, 8 (5.3%) had positive TST results. Age of 6 days or more at the initial exposure is a statistically significant predictor of positive TST (Firth coefficient 2.1, 95% confidence interval 0.3-3.9, P = 0.024); BCG vaccination showed no statistical significance in both univariable and multivariable analysis. Sex, prematurity, exposure duration, duration from initial exposure to contact investigation, and isoniazid preventive treatment duration were not significant predictors. Age at the initial exposure is a significant predictor of positive TST in neonates exposed to active pulmonary TB. Given the complexities of TST interpretation, including false positives due to BCG vaccination, careful risk assessment is necessary for appropriate decision-making and resource allocation in the management of neonatal TB exposure.