Performance Of Healthcare Workers Research Articles

Influence of Short-Term Employment Contracts on Performance of Health Care Workers at Nakuru County Level 4 and 5 Public Hospitals

Purpose: The study investigated the impact of short-term employment contracts on the performance of health workers at Nakuru County public hospitals, focusing on 490 contracted workers from PGH Nakuru and Naivasha Referral Hospital. Methodology: Using stratified random sampling and a sample size of 220 respondents, data was collected through structured questionnaires and analyzed with SPSS version 25 using descriptive and inferential statistics. Findings: The analysis revealed that employment continuity had a minimal and statistically insignificant effect on performance (p=.923), whereas benefits award significantly improved performance (p=.025). Increased supervision had the most substantial impact, significantly enhancing performance (p=.000). Employment relations also positively influenced performance but was statistically insignificant (p=.060). The results suggest that supervision is the most critical factor affecting the performance of short-term contract workers, followed by benefits award. In contrast, employment continuity and employment relations were less influential. Unique Contribution to Theory, Policy and Practice: The study recommends that hospitals should invest in mentorship programs to enhance employment continuity and job satisfaction, thereby improving performance. These programs would support personal and career development, contributing to better overall performance for contracted health workers.

The Influence Of Workload, Work Environment, And Facilities On The Performance Of Healthcare Workers At The Bintuni Public Health Center In Bintuni District, Teluk Bintuni

This study aimed to determine, analyze, and describe the influence of workload, work environment, and facilities on the performance of health workers at Bintuni Health Center, Teluk Bintuni Regency, using multiple linear regression analysis techniques. This research was quantitative in nature, employing a questionnaire as the data collection instrument. The study involved 97 respondents comprising health workers at Bintuni Community Health Center. The results indicated that workload had a significant negative influence on the performance of health workers with P = 0.000 < 0.05 and a coefficient value of -0.340. The work environment had a significant positive influence on performance with P = 0.000 < 0.05 and a coefficient value of 0.243, while facilities had a significant positive influence with P = 0.000 < 0.05 and a coefficient value of 0.406. Therefore, higher workload could decrease the performance of health workers, where as a good work environment and facilities would enhance the performance of health workers at Bintuni Community Health Center.

Factors that Affect the Performance of Health Workers in Providing Comprehensive Emergency Obstetric and Newborn Care

Background Comprehensive Emergency Obstetric and Newborn Care (CEmONC) at a tertiary hospital aims to provide sub-specialistic care for life-threatening maternal and neonatal emergency cases. The performance of healthcare workers (HCWs) is a key determinant of the quality of this hospital service, as it could eventually affect the clinical outcome of patients. Objectives This study was performed to analyze the factors affecting the performance of HCWs in providing CEmONC services at a tertiary hospital. Methods This cross-sectional research used an online questionnaire through Google Form (Google LLC, USA) from June to July 2022 distributed to 198 HCWs who contributed to CEmONC services at a tertiary hospital. A total of 119 HCWs who had worked for more than one year were included. The collected data were then analyzed with bivariate and multivariate analysis. Results In this study, 68 HCWs (57.1%) had a good performance in implementing the CEmONC services. The significant factors influencing the performance of HCWs were Quality (adjusted odds ratio [AOR] = 31.914; p = 0.003), Quantity (AOR = 15.573; p = 0.003), Work effectiveness (AOR = 20.256; p=0.003), Timeliness (AOR = 27.543; p=0.001), and Teamwork (AOR = 6.773; p=0.031). Meanwhile, age, gender, professional background, length of work experience, and commitment were not associated with the performance of HCWs (p > 0.05). Conclusion The better performance of HCWs was significantly correlated with good quality, adequate quantity, effective work, being on time, and good teamwork. Therefore, this result suggests that hospital managers should conduct periodic monitoring and evaluation regarding the performance of their employees to improve the quality of CEmONC services at the hospital.

Analysis of Leadership, HR Practices, Organizational Agility, and Employee Performance at the Emergency Department of XYZ Hospital

The Emergency Department (ED) is a complex unit with a dynamic environment characterized by rapid changes, high uncertainty, and many unforeseen possibilities. Therefore, hospitals need to implement appropriate Leadership and HR Practices to achieve Organizational Agility in the ED and improve employee performance to provide the best service to patients. This study aims to analyze Leadership, HR Practices, Organizational Agility, and Employee Performance in the ED unit of Seto Hasbadi Bekasi Hospital. The sampling technique used was a census with a sample size of 65 healthcare workers. The data analysis technique used in this study was Partial Least Square - Structural Equation Modeling (PLS-SEM) with SmartPLS software. The results showed that Leadership had a significant positive effect on HR Practices, but did not affect Organizational Agility and Employee Performance. HR Practices had a significant positive effect on Organizational Agility. HR Practices also had a significant positive effect on Employee Performance. Furthermore, Organizational Agility had a significant positive effect on Employee Performance. The management of Seto Hasbadi Bekasi Hospital has implemented good HR Practices, which has had a positive impact on the performance of healthcare workers in the ED. The maximum implementation of HR Practices will make the hospital agile, effective, and efficient in handling all conditions in the ED.

The Influence of Career Development and Compensation through Motivation on the Performance of Healthcare Workers in Buaran and Kedungwuni Sub-District Community Health Center

This research aims to determine the influence of career development on motivation, the influence of compensation on motivation, the influence of career development on performance, the influence of compensation on performance, the influence of motivation on performance. This research used a sample of 109 which was distributed to midwives and nurses at each community health center in Buaran and Kedungwuni sub district. Analysis of this research data uses Structural Equation Modeling (SEM). The results of this research state that career development has a positive and significant effect on motivation, compensation has a positive and significant effect on motivation, career development has a positive and significant effect on performance, compensation has a positive and significant effect on performance, motivation has a positive and significant effect on performance. This research provides Suggestions to leaders at each Community Health Center so that the career development process and compensation are maintained and improved.

What Influences Patients' Adherence to Healthcare Worker Prescription in Primary Healthcare Facilities in Burkina Faso? A Qualitative Account of Barriers and Facilitators.

This study explores the factors influencing patients and caregivers' adherence to prescription of healthcare workers (HCWs). The study was conducted in Temnaore and Pella, in the Nanoro health district in Burkina Faso. HCWs and community members were purposively recruited from 4 communities seeking care at the selected primary healthcare facilities for the clinical trial to attend in-depth interviews and focus group discussions on the factors influencing adherence to prescription. The Behaviour Change Wheel incorporating the Capability, Opportunity, and Motivation Behaviour approach was used. Factors influencing the ability of patients to obtain the prescribed medicine include the availability of medicines and money and the perception of consequences for not getting the medicine. Regarding compliance with the intake of medicines, communication was considered a key factor whose effectiveness depends on the performance of HCWs and on the attention of patients. It is followed by other factors such as adequate management of patients, social influences, the patient's beliefs regarding treatment, and memory. This research highlights factors influencing adherence to HCWs' prescription from the perspective of the community members and HCWs and therefore provides contextual enablers and barriers, which allows for the development of an intervention to support the clinical trial.

Ethical Sensitivity and its Association with Caring Behavior among Healthcare Workers in Delta State, Nigeria: A Cross-Sectional Study

Introduction: Caring behavior is a unique behavior that can promote patients’ well-being, the performance of healthcare workers, and the general effectiveness of healthcare institutions. The mechanism and possible predictors of caring behavior are under-researched in health and organizational behavior literature. Based on the aforementioned, this study examined the predictive effect of ethical sensitivity (dimensions included) on caring behavior, and gender differences in caring behavior and ethical sensitivity among public healthcare workers in Delta State, Nigeria. Methods: A cross-sectional research design and a quantitative approach for data collection were adopted. Simple random sampling was adopted for selecting the participating hospitals while the convenience sampling technique was utilized for selecting the healthcare workers. Two instruments with good psychometric properties were used for the data collection. The simple linear regression and independent sample t-test were used for testing the hypotheses via the IBM-SPSS v.25. Results: The participants comprised 150 healthcare workers from public-owned hospitals consisting of 73(48.7%) males and 77(51.3%) females with a mean age of 40.60 years and a standard deviation of 9.30. The results of the study indicated that ethical sensitivity positively and significantly predicted caring behavior. Also, two dimensions of ethical sensitivity, moral strength, and moral responsibility positively and significantly predicted caring behavior while a sense of moral burden did not. Finally, there was no significant gender difference in caring behavior and ethical sensitivity. Conclusion: This study highlights the role of ethical sensitivity, moral strength, and moral responsibility in predicting higher levels of caring behavior among healthcare workers. Thus, it was recommended that hospital administrators, health policymakers, and practitioners seeking to boost the caring behavior of healthcare workers should focus on enhancing factors such as sensitivity to ethical standards. Also, administrators of medical education can nurture intending healthcare workers (medical students) on the importance of ethics in the medical profession.

Impact of Stress on Employees’ Performance in Health Sector of Azad Kashmir: Mediating Role of Burnout

This research determined to examine the influence of stress on the performance of healthcare workers in the Azad Kashmir region and the role of burnout as a mediator. A survey opinion poll was utilized to gather information from 387 workers in the healthcare industry, and a quantitative methodology was employed to analyze the data. The data were analyzed using descriptive statistics, correlation and regression, and reliability analyses. The results revealed that stress had a negative effect on employee performance and a positive relationship with burnout. Burnout was also found to be negatively associated with worker performance. Furthermore, the results from regression analysis revealed that burnout significantly mediated the relationship between stress and worker performance. These findings suggest that decreasing stress and burnout could increase worker performance in the healthcare industry. This study offers valuable insights into the importance of interventions to manage stress and burnout for employee well-being and organizational outcomes in the healthcare sector.

THE RELATIONSHIP OF LEADERSHIP WITH HEALTH WORKER IN TAMALANREA JAYA COMMUNITY HEALTH CENTER, MAKASSAR CITY

Performance can be defined as the evaluation of employees' accomplishments in relation to pre-established work standards. One of the factors that affect performance is the leadership factor of a leader to be able to communicate and influence his subordinates so that they can work to achieve organizational goals. Purpose: This study aims to examine the impact of different leadership factors, such as leader-member relationships, task structure, and the leader's position power, on the performance of healthcare staff at the Tamalanrea Jaya Health Center in Makassar City. Methods: The study conducted between January and April 2023 at Tamalanrea Jaya Health Center involved a population of 37 health workers who were selected using the total sampling technique. The research method employed was a cross-sectional design with a quantitative approach. The data analysis techniques used were univariate and bivariate, and the tests applied were the Fisher exact test and contingency coefficient test. Results: The study's findings revealed that the performance of healthcare professionals at Tamalanrea Jaya Health Center was associated with three factors: leader-member relationship (p=0.001), task structure (p=0.012), and the leader's power position (p=0.005). Conclusion: The performance of healthcare workers at the Tamalanrea Jaya Health Center in Makassar City is correlated with leader-member relations, task structure, and the power of the leader's position. It is recommended for leaders to improve supervision and evaluation related to discipline and timeliness of entering employee working hours

Implementation and outcomes of a comprehensive emergency care curriculum at a low-resource referral hospital in Liberia: A novel approach to application of the WHO Basic Emergency Care toolkit.

Emergency care is vital in low- and middle-income countries (LMICs) but many frontline healthcare workers in low-resource settings have no formal training in emergency care. To address this gap, the World Health Organization (WHO) developed Basic Emergency Care (BEC): Approach to the acutely ill and injured, a multi-day, open-source course for healthcare workers in low-resource settings. Building on the BEC foundation, this study uses an implementation science (IS) lens to develop, implement, and evaluate a comprehensive emergency care curriculum in a single emergency facility in Liberia. A six-month emergency care curriculum consisting of BEC content, standardized WHO clinical documentation forms, African Federation of Emergency Medicine (AFEM) didactics, and clinical mentorship by visiting emergency medicine (EM) faculty was designed and implemented using IS frameworks at Redemption Hospital, a low-resource public referral hospital in Monrovia, the capital of Liberia. Healthcare worker performance on validated knowledge-based exams during pre- and post-intervention testing, post-course surveys, and patient outcomes were used to evaluate the program. Nine visiting EM physicians provided 1400 hours of clinical mentorship and 560 hours of didactic training to fifty-six Redemption Hospital staff over six-months. Median test scores improved 20.0% (p<0.001) among the forty-three healthcare workers who took both the pre- and post-intervention tests. Participants reported increased confidence in caring for medical and trauma patients and comfort performing emergency care tasks on post-course surveys. Emergency unit (EU)/Isolation unit (IU) mortality decreased during the six-month implementation period, albeit non-significantly. Course satisfaction was high across multiple domains. This study builds on prior research supporting WHO efforts to improve emergency care globally. BEC implementation over a six-month timeframe using IS principles is an effective alternative strategy for facilities in resource-constrained environments wishing to strengthen emergency care delivery.

The Link between Job Embeddedness, Organizational Identification, Job Satisfaction, and Job Performance among Medical Staff in Guangxi Public Hospitals: A Mediation Model Analysis

This paper investigates the impact of job embeddedness on job performance among medical staff in public hospitals. It has been demonstrated that the employment embedding is positively related to the work performance and the context performance of the public hospital. It is discovered that organization identity and job satisfaction partly mediate the relation of employment embedding and work performance, but demand orientation has a positive effect on the relation between employment embedded and work satisfaction. The results offer an insight into how to improve the work performance of health care workers in public hospitals, emphasizing the significance of embedded work and its dimensions, and the mediation and adjustment factors affecting it. The research provides some beneficial tactics for maintaining and improving the performance of health care workers in public hospitals.

Breathing Rooms: A Strategy to Improve the Performance of Healthcare Workers During COVID-19 and Future Pandemics.

Healthcare workers (HCWs), as frontline soldiers in the fight against COVID-19, were more exposed to the risk of contracting this disease. In addition to facing psychological, social, and physical trauma and post-traumatic stress due to the corona pandemic, HCWs were also exposed to complications due to the use of personal protective equipment (PPE). The impermeable and confining nature of some PPE poses complications for HCWs that can endanger their physical health, while also affecting the quality of healthcare they provide. Among the complications of using PPE, respiratory problems are more worrisome than other complications. This article makes a suggestion of a breathing room (BR) to improve the health and performance of HCWs in caring for patients with infectious respiratory diseases. A debate on the strengths of the implementation of a BR in hospitals is described.

Are Health Caregivers safe from workplace violence? A cross sectional study on workplace safety from Tertiary Care Hospital of Uttarakhand

Background: The prevalence of workplace violence in the healthcare sector is a problem that is frequently ignored and underreported. The performance of healthcare workers who have been the target of violence may suffer, which may have a negative effect on patient satisfaction and health. Aims &amp; Objectives: The purpose of the current study was to determine the prevalence of workplace violence (WPV), risk factors for violence against healthcare workers, and their experiences regarding the same. Methodology: It was a cross-sectional study conducted on 157 hospital staff at Tertiary Care Medical College of Uttarakhand. Data was gathered using a semi-structured, self-administered questionnaire that was modified from the ILO, ICN, WHO, and PSI. Data were analyzed using SPSS software (version 20). Results: Factors like age, gender, job profile, lesser work experience, night shifts, and fewer staff on duty were found to have a positive association with workplace violence. It was observed that the majority of incidents took place in the ward, and the patient’s relatives were the attacker in most of the cases. It was also seen that the majority of Hospital staff did not get bothered by the incident except by staying super alert while dealing with other patients or their relatives. Conclusion: The study concludes that while caring for patients, Hospital staff are at risk of being victims of aggressive and violent situations. To reduce this problem, strategies like training staff in order to handle such incidents in the future should be brought into practice. Laws should be made stricter &amp; assaulting staff on duty should be made a cognizable offense with serious consequences &amp; heavy penalties. Also, the young budding MBBS students should be trained by incorporating these strategies, laws &amp; policies in the CBME curriculum

Team Workload and Performance of Healthcare Workers with Musculoskeletal Symptoms.

In healthcare professionals, musculoskeletal complaints are the most frequent health disorders with the greatest potential for productivity losses. The teamwork developed by these professionals can be a coping strategy, but it can also be one more demand for the maintenance of performance. For this reason, this research aimed to investigate the relationship between team workload and performance in healthcare workers with different intensities of musculoskeletal symptoms. A survey was conducted with health professionals from 24 institutions of the Brazilian public health system, recruited by stratified probability sampling. Through non-hierarchical cluster analysis, the sample was allocated into three groups based on the intensity of musculoskeletal symptoms. We analyzed the approximation between the variables of "team workload" and "performance" of the groups formed in the previous phase through multiple correspondence analysis. In the group with higher musculoskeletal symptom scores, there was lower performance and a worse team workload. As the intensity of symptoms decreased, team workload and performance became closer variables in a two-dimensional space, indicating that the relationship between team workload and performance is improved in situations of low musculoskeletal symptom intensity.

Strategic Leadership and Performance of Health Care Workers in the Northeastern Counties of Kenya

The Kenya Constitution in 2010 devolved health services provision to counties. Under the county governments, the provision of the health services have faced many challenges relating to human resource management, remuneration, service delivery and turnover hence begging the question as to whether counties have the capacity to manage the health function. Hence, the study sought to establish the relationship between strategic leadership and performance of health care workers in North Eastern Kenya counties. The study was anchored on the upper echelons theory. A descriptive cross sectional research design was used. The study target population was 3,000 Health care workers and 10 health managers in the counties. The sample size for the health care workers was 353 obtained using Yamane Formular. Besides, a census approach was undertaken for the health managers in the counties. The number of the health managers are few and manageable. Questionnaire was used to collect the data. Both descriptive and inferential analysis was done on the collected data. The study findings indicated that strategic leadership (idealized influence, vision development, inspirational motivation and contingent reward) is positively and significantly related performance of health care workers in North Eastern Counties of Kenya. The study recommended the management within the counties (health managers) need to exercise strategic leadership and all health professions be registered with a professional regulatory body. The health workers should be encouraged to remain in North Eastern regions despite the circumstances. The authorities mandated with quality health provision to coordinate and harmonize the development of health policies and laws that are effective and applicable to all. Keywords: Strategic leadership, performance, health care workers, northeastern counties, kanya

Intervening Effect of Employee Retention on the Relationship between Strategic Leadership and Performance of Health Care Workers in North Eastern Kenya

The efficiency of the healthcare workers determines the overall performance in a healthcare setting. The performance of the employees can be affected by internal and external factors. Thus, the study sought to examine the intervening effect of employee retention on the relationship between strategic leadership and performance of health care workers in north eastern Kenya. The study was anchored on job embeddedness theory. The research study adopted a correlation research design. The study target population was 3,000 Health care workers and 10 County leadership who included health managers working with County Health Department of Garissa, Wajir and Mandera. The sample size for the health care workers was 353 obtained using Yamane Formular. A census was undertaken for the health managers in the counties. Questionnaires were used to collect the data. Both descriptive and inferential analysis was done on the collected data. The study findings indicated there is a partial intervening effect of employee retention on the relationship between strategic leadership and performance of health care workers in North Eastern Counties of Kenya. The study concluded employee retention is influenced by employee empowerment, recognition, and remuneration. The regression model of strategic leadership on health worker performance was positively and significantly related. The study recommended the need of encouraging the health workers to remain in North Eastern regions despite the circumstances. There is a need of the county governments and other health care stakeholders to emphasize empowerment, recognition, remuneration and training and development of the health care workers. Keywords: Employee Retention, Strategic Leadership, Performance, Health Care Workers, Kenya

Reward and Compensation Management on Performance of Health Care Workers in India

Reward and compensation management comes under human resource management. It is concerned with implementing and formulating policies and strategies that aspire to reward employees equitably, fairly and regularly in accordance with their performance and value to the company. Thus, the study sought to examine the impact of reward and compensation management on the performance of healthcare workers in India. The study was literature based. The conclusions and inferences were based on previous studies. Based on the reviewed literature, it was found that reward and compensation management have a significant impact on performance. The reward and compensation system highlights a central attribute of the employment relation. The success or failure of the company primarily relies on its workers. The rewards provided to the workers can raise their performance, dedication, and effectiveness. The study concluded that suitable and regular rewards to workers increase their motivation to work harder and boost general performance. Reward and compensation management's effectiveness positively impacts the health care workers' performance in India. In the lack of appropriate reward and compensation, employees tend to show dissatisfaction through poor performance. The study recommended that hospitals establish effective reward and compensation management systems to motivate employees, thus producing excellent results. The workers' reward and compensation should be made equitable. There should be no favor when it comes to rewarding the employee. Salaries and other compensation payments should be reviewed based on market value and other fundamental requirements. Keywords: Reward and compensation management, performance, health care workers, India

Healthcare Workers' Resilience Toolkit for Disaster Management and Climate Change Adaptation.

Climate change has been recognised as a multiplier of risk factors affecting public health. Disruptions caused by natural disasters and other climate-driven impacts are placing increasing demands on healthcare systems. These, in turn, impact the wellness and performance of healthcare workers (HCWs) and hinder the accessibility, functionality and safety of healthcare systems. This study explored factors influencing HCWs’ disaster management capabilities with the aim of improving their resilience and adaptive capacity in the face of climate change. In-depth, semi-structured interviews were conducted with thirteen HCWs who dealt with disasters within two hospitals in Queensland, Australia. Analysis of the results identified two significant themes, HCWs’ disaster education and HCWs’ wellness and needs. The latter comprised five subthemes: HCWs’ fear and vulnerability, doubts and uncertainty, competing priorities, resilience and adaptation, and needs assessment. This study developed an ‘HCWs Resilience Toolkit’, which encourages mindfulness amongst leaders, managers and policymakers about supporting four priority HCWs’ needs: ‘Wellness’, ‘Education’, ‘Resources’ and ‘Communication’. The authors focused on the ‘Education’ component to detail recommended training for each of the pre-disaster, mid-disaster and post-disaster phases. The authors conclude the significance of the toolkit, which provides a timely contribution to the healthcare sector amidst ongoing adversity.

How Did Work-Related Depression, Anxiety, and Stress Hamper Healthcare Employee Performance during COVID-19? The Mediating Role of Job Burnout and Mental Health.

The study objective was to examine the psychological impact of the COVID-19 pandemic on the performance of healthcare employees. The study was informed by a theoretical framework that incorporates different psychological issues (i.e., stress, depression, and anxiety) that influence healthcare workers’ performance through the mediating roles of job burnout and mental health. The study data was gathered through structured questionnaires from 669 participants working in the healthcare sector in Pakistan. A structured equation modeling (SEM) technique was used for data analysis and hypothesis development. It was found that stress, depression, and anxiety positively affected healthcare employees’ job performance during COVID-19. Psychological factors had a positive and significant impact on job burnout and mental health. Job burnout and mental health mediated the relationship between stress, anxiety, depression, and employee performance. The ongoing repercussions of COVID-19 include their impact on employee performance in the healthcare sector. Healthcare worker performance is critical to fostering industrial economic growth. Elevated levels of stress, depression, and anxiety have profoundly exacerbated employee mental health issues. COVID-19 has created challenging working conditions in organizations requiring that they address the growing psychological issues which impact negatively on worker performance.

EFFECTS OF PERFORMANCE BASED COMPENSATION ON THE PERFORMANCE OF HEALTH CARE WORKERS IN PUBLIC HOSPITALS IN NORTH RIFT COUNTIES IN KENYA

Purpose: Performance in most public hospitals in Africa is very poor and Kenyan public hospitals are not exceptional; there exist laxity in attending patients. There is need to improve performance in Kenyan Public hospitals. The main objective for this study was to determine the effects of performance-based compensation on performance of health care workers in public hospitals in Kenya. The study was guided by Expectancy Theory.&#x0D; Methodology: The study adopted Explanatory Research design. The study targeted 481 health care workers working in County Referral Hospitals in Kenya and a sample size of 218 health care workers was selected for the study. Questionnaires was used as a method of collecting data. Primary data collected was edited, coded into SPSS V.26 software. The collected data was analysed descriptive (frequencies, percentages and means) and inferential analysis such as linear regression model. Data presentation was done through tables.&#x0D; Findings: From the findings the Performance-based compensation had negative significant effect on employee performance (β= -.152 and p value &gt;0.05). The study concluded that performance-based compensation had significant relationship with employee performance in the public hospitals.&#x0D; Unique contribution to theory, practice and policy: The study recommends that the Ministry of Health should come up with an elaborate plan to equip all hospitals. The management of Public healthcare sector should ensure that compensation is paid on time if they are committed to improving employee performance.