Health Workers In Hospital Research Articles

Effectiveness Of Team-Based Training Programs In Hospitals

The Effectiveness of Team-Based Training Programs in Hospitals aims to evaluate the effectiveness of team-based training programs in developing the competencies of health workers in hospitals. The research is based on the importance of collaboration between health professions to improve quality of care, but is often hampered by communication and coordination gaps. The research methodology involved systematically evaluating the training program qualitatively, measuring changes in trainees' competencies, and exploring participants' perceptions and experiences. The main objectives of the study were to evaluate the effectiveness of the program in developing health worker competencies, measure changes in participant competencies, explore participant perceptions and experiences, and provide recommendations for future program improvements. It is expected to provide valuable insights into the effectiveness of team-based training programs and identify areas that require improvement. This will be used to improve future training programs, with the ultimate goal of improving health worker collaboration and the quality of health services for patients. The implications of this study include contributions to human resource development in healthcare and the promotion of a culture of collaboration between healthcare professionals. The research findings from the study on the Effectiveness of Team-Based Training Programs in Hospitals indicate several positive outcomes. First, participants reported improvements in communication, particularly in emergency situations, where teams responded more swiftly and effectively. The program also led to enhanced coordination between shifts, reducing errors in patient care and improving the overall quality of services provided

Anxiety, depression, and suicide risk among health workers during the COVID-19 pandemic

Objective: To evaluate the relationship between symptoms of anxiety, depression and risk of suicide in hospital health workers during the COVID-19 pandemic. Methods: This is a quantitative, cross-sectional, web survey-type study carried out with 270 health workers from a university hospital in September 2022, using an electronic form, in which the Hospital Anxiety and Depression Scale and questions of the Self-Reporting Questionnaire were used. Data were analyzed using SPSS Software, version 26. Described and inferential statistics were performed. The study was approved by the Research Ethics Committee, through Opinion number 5,625,667. Results: There was a prevalence of 40% for anxiety symptoms and 33% for depressive symptoms in female nursing professionals and that professionals who reported "ideas of ending life" increased the chances of presenting symptoms of anxiety and depression by 17,620 and 12,362 times, respectively. Conclusion: The findings of this study add to those already existing in the literature that highlights the need for investments in strategies to welcome and protect the health of healthcare personnel.

Screening for chronic kidney disease among health workers in a tertiary hospital in North Central Nigeria

Screening for chronic kidney disease among health workers in a tertiary hospital in North Central Nigeria

The Influence of Leadership and Organizational Culture on the Performance of Health Personnel Mediated by Work Motivation (Study of Kendari City Hospital Health Workers)

The aim of this research is to determine the influence of leadership and organizational culture on health performance performance mediated by work motivation. This research was carried out on health workers at the Kendari City Regional Hospital, with the consideration that the Kendari City Regional Hospital is one of the advanced level health service facilities belonging to the Kendari City Government which has the task of providing health services to the community. The population of this study is health workers who have the status of State Civil Apparatus, have worked for more than 2 (two) years and serve in the Kendari City Regional Hospital, totaling 267 people. To determine the sample size using the Slovin formula, at a precision level of 5%, from a total population of 267 health workers, a sample size (n) of 160 respondents was obtained. The type of inferential statistics used in this research is the t-test which is used to determine whether groups of scores have significant differences in the level of choice probability. To determine the value of the research t-test statistic, this research data was analyzed using SmartPLS software version 3.0. The results of this study found that Leadership had a positive and insignificant effect on the performance of health workers, Organizational Culture had a positive and significant effect on the Performance of health workers, Work Motivation had a positive and significant effect on the Performance of health workers, Leadership had a positive and significant effect on Work Motivation, Organizational Culture had an effect positive and significant towards Work Motivation, Work Motivation plays a role in mediating the influence of Leadership on the Performance of health workers, and Work Motivation plays a role in mediating the influence of Organizational Culture on the Performance of health workers.

Health care workers’ experiences of calling-for-help when taking care of critically ill patients in hospitals in Tanzania and Kenya

BackgroundWhen caring for critically ill patients, health workers often need to ‘call-for-help’ to get assistance from colleagues in the hospital. Systems are required to facilitate calling-for-help and enable the timely provision of care for critically ill patients. Evidence around calling-for-help systems is mostly from high income countries and the state of calling-for-help in hospitals in Tanzania and Kenya has not been formally studied. This study aims to describe health workers’ experiences about calling-for-help when taking care of critically ill patients in hospitals in Tanzania and Kenya.MethodsTen hospitals across Kenya and Tanzania were visited and in-depth interviews conducted with 30 health workers who had experience of caring for critically ill patients. The interviews were transcribed, translated and the data thematically analyzed.ResultsThe study identified three thematic areas concerning the systems for calling-for-help when taking care of critically ill patients: 1) Calling-for-help structures: there is lack of functioning structures for calling-for-help; 2) Calling-for-help processes: the calling-for-help processes are innovative and improvised; and 3) Calling-for-help outcomes: the help that is provided is not as requested.ConclusionCalling-for-help when taking care of a critically ill patient is a necessary life-saving part of care, but health workers in Tanzanian and Kenyan hospitals experience a range of significant challenges. Hospitals lack functioning structures, processes for calling-for-help are improvised and help that is provided is not as requested. These challenges likely cause delays and decrease the quality of care, potentially resulting in unnecessary mortality and morbidity.

The Effect of The Covid-19 Pandemic on Recruitment of Health Workers in Private Hospitals: A Literature Review

Background: The number of hospitals is increasing every year, dominated by private hospitals, so effective HRM is needed for organizational performance. HRM practices require a long process, especially in the recruitment process which consists of a series of activities to identify desired applicants. However, the emergence of Covid-19 was not predicted and requires adaptation. Objectives: this article aims to determine the effect of Covid-19 on the recruitment of health workers in private hospitals. Research Metodes: literature review of 7 articles searched via ScienceDirect and Google Scholar Results: From 7 articles, it shows that the Covid-19 pandemic has affected recruitment, namely that recruitment is only a formality and makes health workers in hospitals large in quantity, but varied in quality. Conclusion: The Covid-19 pandemic has an impact on recruitment so that recruitment is carried out by utilizing Artificial Intelligence (AI) technology, using video conference platforms, replacing written tests with project or online presentations, adjusting schedules flexibly, and maintaining communication. Keywords: Covid-19 Pandemic; Human Resources; Private Hospitals; Recruitment

Barriers and Challenges in Implementing Clinical Pathway of Sectio Caesarea for Health Workers in a Private Hospital

Clinical pathway (CP) is one of the requirements required in hospital accreditation standards. It has an important role in controlling quality, and costs and supporting patient safety, especially in cases that have the potential to consume large amounts of resources, one of which is a sectio cesarean (SC). Apart from being able to reduce maternal mortality due to normal childbirth, SC procedures can also cause post-operative injuries. This research explores the barriers and challenges to implementing the sectio caesarean clinical pathway among health workers in hospitals. This qualitative case study research recruited 10 informants consisting of 3 obstetricians, 2 executive nurses, the head of the inpatient room, the head of the operating room, the deputy director of medical services, and 2 patients who had undergone SC at the hospital purposively. In-depth interviews were conducted in March 2024 at a private hospital in Bandar Lampung, Indonesia. Thematic analysis was used for data analysis. Several themes emerged as obstacles to the implementation of CP SC in this research, namely: 1) individuals, 2) patients, 3) infrastructure, and 4) hospital management support. Apart from that, the challenges faced include the need to carry out socialization, monitoring, and evaluation activities, as well as collaborative activities between health workers and hospitals to share experiences to increase compliance in implementing CP SC. Hospital management is expected to provide regular outreach, training, and personal approaches to health workers regarding the implementation of CP SC. Collaboration between professionals and hospitals is also needed to share experiences regarding the implementation of sectio caesarean clinical pathways in hospitals.

Harassment among women health workers in university hospital: An epidemiological study

Introduction: Women have played an active role in medicine since ancient times, but they have often faced many challenges. Today, bullying is a major issue in the healthcare field. According to Einarsen (1999) and Leymann, this phenomenon encompasses frequent abuse over a prolonged period, with humiliating consequences. Studies carried out in Morocco, notably in Fez and Marrakech, show a high incidence of moral harassment, at 34.2% and 27.5% respectively. Despite progress, women still face prejudice and obstacles in the healthcare field. The aim of this study is to assess the frequency of moral harassment among female doctors and paramedical staff at the Med VI University Hospital (CHU) in Marrakech, by analyzing their profile and identifying related elements. Materials and method: From September 2019 to February 2020, this descriptive, cross-sectional study was conducted among all female healthcare staff at Marrakech University Hospital with at least six months' experience, with the exception of students, office workers, administrators and secretaries. Data were collected using the Leymann Inventory of Psychological Terror (LIPT), supplemented by questions on personal history and job satisfaction. Three hundred professionals were approached, and 208 responded (70% participation rate). The participants were doctors and paramedics. Informed consent was obtained, and anonymity was respected. Statistical analysis was carried out with SPSS version 23.0, using the Chi2 test for categorical variables with a significance level of p = 0.05. Results: The average age of the participants was 29, mainly single (60%). The majority were junior doctors (60%). Average professional seniority was 36.4 months, with 50% having less than five years' seniority. 62% worked in medical departments. The prevalence of moral harassment was 26%. Frequent situations included rumors (32%) and humiliating remarks (37.4%). Harassment came mainly from hierarchical superiors (41% of perpetrators were women). There were no significant gender differences in terms of harassment. Conclusion: The study reveals a high incidence of moral harassment among female doctors and paramedical staff at Marrakech University Hospital. Despite advances, women still face major challenges that impact on their well-being and professional fulfillment. Recognizing and addressing these behaviors is essential to improving the professional environment for women in healthcare. Urgent, coordinated measures are needed to prevent bullying, support victims and promote gender equality in medicine.

Knowledge, behaviours, practices, and expectations regarding climate change and environmental sustainability among health workers in France: a multicentre, cross-sectional study

Faced with climate change, hospitals are confronted with a dual challenge. On one hand, they need to embark on a far-reaching ecological transformation to reduce their contribution to greenhouse gas emissions and other environmental impacts; on the other hand, they need to limit the effects of climate change on their activities. We aimed to evaluate the knowledge, behaviours, practices, and expectations of health workers in French hospitals regarding climate change and environmental sustainability. This multicentre, cross-sectional study was carried out in six French hospitals from June 1, 2021 to Dec 31, 2022. All health workers at the hospitals were eligible to participate and were recruited through internal publicity. We designed a structured questionnaire consisting of five parts: participant characteristics, knowledge and perceptions of climate change, pro-environmental behaviours, practices concerning environmental sustainability actions, and expectations. A multilevel logistic regression model was used to evaluate associations between the knowledge, behaviours, and practices of health workers and the characteristics of the health workers and hospitals. Of 57 034 health workers across the six hospitals, 4552 (8·0%) participated in the study. Of those for whom gender data were available, 3518 (78·2%) participants were women and 979 (21·8%) were men. Participants considered energy consumption (71·0%) and waste and discharges related to medical activities (55·6%) and non-medical activities (50·2%) to be the three activities with the greatest environmental impact. On a scale of 1 (not a priority) to 10 (high priority), the median rating attributed by the participants to the commitment of their hospitals to ecological transformation was 5·0 (IQR 3·0-6·0). 1079 (23·7%) of 4552 participants had already initiated at least one environmental sustainability action in their hospital. Barriers reported by participants to the implementation of environmental sustainability-related projects were the lack of dedicated time (40·4%), hierarchical support (32·5%), methodological support (28·9%), and access to training (23·7%). The presence of a sustainable development steering committee, especially one with more than 5 years of activity, was positively associated with health workers feeling better informed about the ecological transformation of their hospital (adjusted odds ratio 1·78 [95% CI 1·29-2·45]), having better knowledge of the environmental impacts of their hospital (1·83 [1·32-2·53]), and initiating a larger number of environmental sustainability actions (1·74 [1·33-2·29]). We showed that health workers in French hospitals seem to be committed to the ecological transformation of their workplaces, and identified some drivers and barriers to further support these essential transformations. There is an urgent need to bolster training for all health workers, enhance structural frameworks within hospitals, and encourage future interdisciplinary research on the vulnerability of health-care facilities to climate change. The University Hospital of Poitiers.

STRESS FACTORS OF NURSES IN COVID DEPARTMENTS

Objective:To define the stressors that cause the highest level of stress in nurses / technicians in COVID intensive care units (ICU) and regular COVID departments and to compare stressors between these two departments.Methods:For the purposes of the research, a validated questionnaire on stressors at the workplace of hospital health workers was used. The questionnaires were distributed to 194 nurses/technicians, working in the COVID departments. Thequestionnaire consists of 3 parts; the first part contains demographic data of the respondents, the second part of the questionnaire consists of 34 questions that describe certain stress factors and are answers are offered on a Likert -type scale and the last part of the questionnaire consists of 3 open-ended questionsto which respondents can add stressors to which they are exposed, which were not previously mentioned.Results: Differences were found in the level of education regarding the length of work with COVID patients, nurses / technicians with a higher level of education worked longer in the COVID department (p=0.043). No differences were found in the level of stress between nurses/technicians working in the COVID department compared to the COVID ICU (p=0.181). Among the factors that caused the highest level of stress are: work overload, inadequate personal income, insufficient number of employees and everyday unpredictable and unplanned situations.Conclusion:Our results indicate that there is no difference in the level of stress between nurses working in the COVID departments compared to nurses working in the COVID ICU. Due to the high prevalence of stress among nurses who work with COVID patients, it is necessary to monitor the symptoms of burnout and provide support in the workplace. According to the results of our research, there is a need to optimize working conditions and invest efforts in order to reduce the workload.Keywords:stress, nurses, COVID, departments

Gender Difference of Burnout in Physicians Working in Tertiary Care Hospital: A Cross-Sectional Study.

Burnout and emotional exhaustion are becoming common among health workers in the busy teaching hospitals due to increased workload and the dearth of human resource. This study aimed to determine the causes of burnout among doctors and across gender differences. This was a descriptive cross-sectional study conducted in the Fauji Foundation Hospital, Rawalpindi, Pakistan, from 1st July to 30th September 2022. Two hundred and forty-five randomly recruited doctors who filled out self-administered questionnaires were included in the study. Independent samples t-test was used for comparison of the mean emotional burnout score. Female doctors felt more emotionally drained, more fatigued, and more worn out from work than male doctors (p < 0.05). Overall emotional exhaustion was also higher in female doctors (p < 0.05). This situation was more serious during the COVID-19 pandemic. Gender-sensitive environments, workplace policies, and necessary interventions will save physicians' burnout and brain drain. Emotional burnout is greater in female doctors as compared to their male counterparts. This evidence not only calls for prevention and treatment but also certain service-related reforms to facilitate female physicians to balance out their work and family lives more effectively. Key Words: Physicians, Emotional exhaustion, Burnout, Gender difference, Pakistan.

Prevalence and factors associated with burnout among health professionals of a public hospital network during the COVID-19 pandemic.

Burnout is most commonly defined as a syndrome characterized by emotional exhaustion, cynicism, and ineffectiveness, which occurs in response to chronic stressors at work. It can adversely affect health workers' physical and mental health, and the quality of care provided. The COVID-19 pandemic increased stressors and could impact burnout prevalence in this group. There is a lack of information regarding the prevalence of burnout among hospital health workers in Brazil. A newer definition of burnout has been proposed that considers three different clinical profiles: the frenetic, underchallenged and worn-out subtypes. This differentiation could lead to interventions tailored for each subtype. The present study aimed to estimate the prevalence of burnout, its subtypes, and associated factors in workers of a public hospital network in Brazil, during the pandemic. A total of 143 randomly selected participants answered an online form that included sociodemographic and occupational items, and the Burnout Clinical Subtypes Questionnaire, a summarized version. This questionnaire evaluates three burnout dimensions (overload, lack of development, neglect) that can be used to discriminate the three burnout subtypes (frenetic, underchallenged, worn-out, respectively); higher scores indicate higher burnout levels. The prevalence of burnout was high (53.85%), similar to other studies during the pandemic. The most common subtypes were 'frenetic' (34.97%), characterized by increased efforts to meet work demands, to the point of neglecting personal needs, and 'lack of development' (23.78%), characterized by a sense that work is uninteresting and does not contribute to personal development, and a perfunctory behavior towards tasks. Age was associated with burnout: workers with less than 51 years presented higher levels of burnout. These findings indicate the need for effective interventions to prevent and/or treat burnout. The assessment of burnout subtypes can allow managers to better understand the processes affecting employees, and inform actions to improve workforce health.

Utilization of Cervical Cancer Screening Services and its Predictors among Health Workers in Hospitals in the Federal Capital Territory, Nigeria

Background: Cervical cancer (CC) ranks second as the leading cause of cancer morbidity and mortality in Nigeria, despite being preventable through screening. Female health workers (HCWs) are expected to be role models to motivate society towards Cervical Cancer Screening Service (CCSS)uptake. This study assesses the utilization of CCSS and associated factors among HCWs in three area councils of Abuja, Nigeria.&#x0D; Method: A cross-sectional design aimed at assessing the utilization of CCSS by HCWs in 13 health facilities across 3 area councils in Abuja. Study participants were selected using a multi-stage sampling technique. The outcome variable was “ever used CCSS” dichotomized into a “Yes” or “No” response. Factors associated with participants' utilization of CCSS were examined using a binary logistic regression at p&lt;0.05 level of statistical significance.&#x0D; Results: Data from 350 participants (90.6%) were analyzed. Most were married women, 290 (82.9%), between the ages of 21 to 30 years, 275 (78.6%). About twothirds of the participants, (237) reported ever being screened for cervical cancer. Factors associated with CCSS utilization at the bivariate level included marital status, duration of practice, and a negative perception regarding access to cervical cancer services. Perceived access barrier to CCSS was the only strong predictor for CCSS utilization after controlling confounders [Adjusted Odd Ratio: 0.01, 95%CI: 0.01 – 0.03].&#x0D; Conclusion: The perceived access barrier is a strong determinant of the CCSS utilization rate among HCWs in our study site Efforts should be made to ensure access and create awareness about service availability and accessibility among HCWs in the Federal Capital Territory.

An Assessment of Knowledge of Health Workers in Hospitals of Southern Province of Zambia, Towards Marketing of Breastmilk Substitutes Regulations

Background: Optimal breastfeeding practices have been undermined by unregulated marketing of breastmilk substitutes worldwide, resulting in about 820, 000 preventable deaths per year among children under five years globally. The International Code (thereafter called the Code) of Marketing Breastmilk Substitutes was developed by the World Health Organization, the United Nations Children's Emergency Fund and stakeholders to protect, promote and support breastfeeding. Member states are expected to domesticate the Code. Zambia enacted Statutory Instrument No. 48 of 2006, Regulations on marketing of breastmilk substitutes. Successful implementation calls for a good level of knowledge among health workers. However, we found no study, in Zambia on the marketing of breastmilk substitutes Regulations. Objective: To assess the level of knowledge of health workers on Zambia’s Regulations on marketing breastmilk substitutes. Study design and methods: A mixed-method cross-sectional study. Data was collected online and in person. Probability proportional to size calculation yielded an estimated sample size of 384. A sample size of 410 after adjusting upwards assumed non-response rate, 401 participants responded. Quantitative data were analyzed using the Social Statistical Package for Social Sciences. Knowledge results were described by frequencies and percentages. Tests were conducted using univariable linear and multivariable regression analysis. A p-value of &lt;0.05 was considered statistically significant. Thematic analysis was used for qualitative data analysis. Results: The mean overall level of good knowledge of health workers was 0.339 or 34% [SE: 0.0221; 95%CI: (0.2959, 0.3828)]. Conclusion: The level of knowledge among health workers in hospitals of Southern Province, Zambia was poor.

Knowledge and Attitude of Eye Care Workers towards Electronic Medical Records in a Tertiary Eye Facility in South-East Nigeria

Electronic Medical Records (EMR) has been an integral part of patient management in the developed world but still gradually gaining popularity in the developing world. It was met with resistance by health workers in Nigeria though this is changing in the post COVID era. However, there still appears to be some resistance to its acceptance for different and sometimes justifiable reasons. The aim is to determine the knowledge and attitude towards EMR among eye health workers in a teaching hospital in South East Nigeria. This cross-sectional quantitative study was conducted among consenting consecutive eye care workers at Guinness Eye Centre, Onitsha aged≥ 18years from July to September, 2023. A pretested semi structured self-administered questionnaire was used. Information of interest were biodata, knowledge and attitude towards EMR. They were summarized into simple frequencies and percentages. Knowledge scores were grouped into good and poor using the blooms cut off for knowledge attitude and practice. Univariate and bivariate analysis were done and results represented in tables and charts with levels of significance placed at p&lt;0.05. There was a total of 135 respondents; the mean age was 32.6 years ± 10 SD, male to female ratio of 1:1.1. The result showed good knowledge and positive attitude towards EMR (85.2% and 73.2% respectively) with younger age group, professional cadre and computer literacy found to be associated with good knowledge and positive attitude towards EMR in the population. The hospital/ clinic were the most common sources of EMR information. This study showed good knowledge and positive attitude toward EMR in the study population. It also suggested an association with younger age group, professional cadre and computer literacy.

SECOND ORDER ANALISIS DIMENSI 5C TEAMWORK TERHADAP KINERJA TENAGA KESEHATAN PADA RUMAH SAKIT PEMERINTAH

The level of public health cannot be separated from the quality of health services so that high hospital accreditation status is needed considering that hospital accreditation reflects the high and low quality of services that hospital administrators can provide to their patients. This requires optimal human resource management to improve the performance of hospital health workers. One of the dominant factors in the performance of health workers is positive organizational behavior, namely through teamwork. Teamwork describes actions that are planned and managed optimally by each member of the organization to maximize performance. For this reason, this research was carried out to test the influence of the dimensions of the teamwork variable on the performance of hospital health workers. A total of 10 dimensions and 30 indicators were used with a survey method carried out by distributing Google forms. The population in this study was four government hospitals in Banten province using a proportional random sampling method of 150 respondents. The research results show that the 30 indicators used to measure dimensions and latent variables have good validity and reliability. The results of the inner model analysis show very high goodness of fit index values ​​for each dimension which describes high suitability or no discrepancy between the observed values ​​and the expected values ​​in the research model. The results of hypothesis testing showed that the sixteen hypotheses constructed had T-statistic values ​​&gt; 1.96 and P-values ​​&lt; 0.05 so all hypotheses were accepted. The results of this research also found a novelty where the teamwork variable was more dominantly influenced by the comporting dimension, while the health worker performance variable was more dominantly influenced by the assurance dimension. Considering the very high results of the influence of each dimension and the influence of exogenous to endogenous, this is an input for hospital management to be able to improve interpersonal relationships through improving good teamwork in work teams to create conducive conditions and increase employee performance

General hospital preparedness in facing flood disasters

Hospitals had a very important function in disaster management, especially in providing health services to reduce the suffering of disaster victims in the form of deceases and injuries. Hospital preparedness in facing disasters was contained in the Hospital Disaster Plan which was prepared based on the Safe Hospital Framework [1], and the Hospital Safety Index[2]. The purpose of this study was to analyze the preparedness of Aceh Tamiang General Hospital in facing flood disasters from 4 (four) aspects or evaluation modules namely, Hazard Affecting, Structural Safety, Non-Structural Safety, Emergency and Disaster Management, specifically analyzing the aspect of “Emergency and Disaster Management” according to the research focus namely, hospital policies, human resources preparedness and hospital infrastructure readiness in facing flood disasters. The research methodology was qualitative with a phenomenological design by 7 (seven) informants. The results of the study showed that the policies of the hospital leadership had been good, with the existence of a Leadership Decree concerning the Formation of a Hospital Disaster Management Team, since 2019 ago. However, there were still hospital personnel who did not know about the organizational structures, goals and functions as team members. Many hospital health workers could not go to work because their homes and access to the hospital were flooded. Besides that, hospital infrastructure, especially motorized vehicles such as ambulances and other operational vehicles, could not operate due to flood conditions that reached up to 1 meter. Therefore it was suggested that the socialization of the Disaster Management Team and Disaster Management Simulation should be carried out periodically, for example, twice a year. It should be suggested that the hospital proposed procuring an ambulance with certain specifications and a rescue boat, so that it could break through the floods that occur almost every year.

Collaborative Integration of Community Health Workers in Hospitals and Health Centers to Reduce Pediatric Asthma Disparities: A Quality Improvement Program Evaluation

To address pediatric asthma disparities on the South Side of Chicago, a community health worker (CHW) home visiting intervention was implemented collaboratively by academic institutions and community based health centers. This evaluation assessed the effectiveness of this longitudinal quality improvement CHW intervention in reducing asthma morbidity and healthcare utilization. All patients aged 2–18 who met the high-risk clinical criteria in outpatient settings or those who visited the ED due to asthma were offered the program. A within-subject study design analyzed asthma morbidity and healthcare utilization at baseline and follow-up. Multivariable mixed-effects regression models, adjusted for baseline demographic and asthma characteristics, were used to assess changes over time. Among 123 patients, the average age was 8.8 (4.4) years, and 89.3% were non-Hispanic black. Significant reductions were observed in the average daytime symptoms days (baseline 4.1 days and follow-up 1.6 days), night-time symptoms days (3.0 days and 1.2 days), and days requiring rescue medication (4.1 days and 1.6 days) in the past two weeks (all p < 0.001). The average number of emergency department visits decreased from 0.92 one year before to 0.44 one year after program participation, a 52% reduction (p < 0.001). No significant difference was found in hospital admissions. These results support the use of a collaborative approach to implement the CHW home visiting program as part of standard care for pediatric asthma patients in urban settings. This approach has the potential to reduce asthma disparities and underscores the valuable role of CHWs within the clinical care team.

Health Workers Need More Than Emotional Intelligence to Regulate Stress During Health Crises

The covid-19 pandemic is a recent health crisis worldwide. Stress in health workers concerns their crucial role in providing health care in the referral hospital for Covid-19. The stressors were sourced from work settings but also combined with a higher risk of infecting others in daily interactions. One of the effective buffers for stress is understanding emotions in oneself and others, formulated as emotional intelligence. However, little to no evidence of emotional intelligence prevents stress among health workers in health crisis settings. This study examined the association between emotional intelligence and stress among health workers working in referral hospitals for Covid-19. A quantitative design using simple random sampling to select six hospitals participated in this study. Ninety-two health workers completed two questionnaires between December 2021 and March 2022, including Schutte Emotional Intelligence (SEIS) and Depression Anxiety Stress Scale 21 (DASS-21). A simple linear regression analysis was applied, and the results showed no significant association of emotional intelligence toward general stress levels among health workers in the referral hospital for Covid-19. Health workers may have mediating or moderating socio-cognitive factors to cope with stress in health crises, such as self-esteem, self-compassion, and social support.&#x0D; Keywords: Covid-19 pandemic, emotional intelligence, health crisis, health worker, stress

The Effect of Compensation Policy and Work Discipline on Nurse Productivity at dr. H. Marzoeki Mahdi Mental Hospital Bogor in 2023

Health worker productivity problems due to suboptimal institutional management still often occur, including at the dr. H. Marzoeki Mahdi Mental Hospital (RSJMM). Nurses are the largest number of health workers in hospitals with a high level of patient intervention; if there is inappropriate treatment, they risk decreasing work productivity. The aim of this research is to analyze the effect of financial compensation, non-financial compensation, and work discipline on nurse productivity at RSJMM. The research study used a quantitative approach by distributing questionnaires to 205 nurses. The results showed partially (1) financial compensation has no significant effect on nurse productivity (Sig. value 0.953 &gt; 0.05, β=0.002); (2) Non-financial compensation has a positive and significant effect on nurse productivity (Sig. value 0.016 &lt; 0.05, β=0.073); (3) Work discipline has a positive and significant effect on nurse productivity (Sig. value 0.000 &lt; 0.05, β=0.293). The work discipline variable (0.293) most dominantly affects nurse productivity. Simultaneously, the three variables have a moderate effect on nurse productivity of 0.576 or 57.6%, while other variables influenced the remaining 42.4% was influenced by other variables. These results have limitations that are based on respondent's perceptions. It is suggested that hospitals need to optimize nurse productivity by improving hospital facilities, training, educational opportunities, transparency and fairness of compensation systems, recognition and feedback for employee performance, and compliance with work discipline.