Hospital Employees Research Articles

Neutralizing Antibodies against SARS-CoV-2: Importance of Comorbidities in Health Personnel against Reinfections.

One of the priority lines of action to contain the SARS-CoV-2 pandemic was vaccination programs for healthcare workers. However, with the emergence of highly contagious strains, such as the Omicron variant, it was necessary to know the serological status of health personnel to make decisions for the application of reinforcements. The aim of this work was to determine the seroprevalence against SARS-CoV-2 in healthcare workers in a Mexican hospital after six months of the administration of the Pfizer-BioNTech vaccine (two doses, 4 weeks apart) and to investigate the association between comorbidities, response to the vaccine, and reinfections. Neutralizing antibodies against SARS-CoV-2 were determined using ELISA assays for 262 employees of Hospital Juárez de México with and without a history of COVID-19. A beta regression analysis was performed to study the associated comorbidities and their relationship with the levels of antibodies against SARS-CoV-2. Finally, an epidemiological follow-up was carried out to detect reinfections in this population. A significant difference in SARS-CoV-2 seroprevalence was observed in workers with a history of COVID-19 prior to vaccination compared to those without a history of the disease (MD: 0.961 and SD: 0.049; <0.001). Beta regression showed that workers with a history of COVID-19 have greater protection compared to those without a history of the infection. Neutralizing antibodies were found to be decreased in alcoholic and diabetic subjects (80.1%). Notably, eight cases of Omicron reinfections were identified, and gender and obesity were associated with the presence of reinfections (6.41 OR; 95% BCa CI: 1.15, 105.0). The response to the vaccine was influenced by the history of SARS-CoV-2 infection and associated comorbidities. The above highlights the importance of prioritizing this segment of the population for reinforcements in periods of less than one year to guarantee their effectiveness against new variants.

Assessing the Risk of Occupational Hazard Using the FMEA Tool Among Hospital Staff at Multispecialty Hospital

Considering the importance of occupational hazard assessment, this study has been performed to identify the risks for employees who especially undergo a major occupational hazard that affects their efficiency and productivity. The study aimed to assess the risk of occupational hazard using Failure Mode and Effect Analysis (FMEA) and strategy to modify the healthcare packages provided by the hospital to the staff. A survey and personal interviews were done at a private multispecialty hospital in Chennai using a descriptive study methodology. The survey included 150 hospital employees from four departments: CSSD (6 participants, covering all available samples), Maintenance (41 participants, chosen at random), Nursing (60 participants, chosen at random), and Housekeeping (43 participants, chosen at random). To collect data, a standardized questionnaire aligned with the Occupational Safety and Health Administration (OSHA) was used (https://www.osha.gov/laws-regs/standardinterpretations/1987-08-06). In addition, unstructured personal interviews with key workers were undertaken. The data revealed that CSSD workers encountered most of the stated dangers, with 100% admitting to workplace risks such as needle sticks, chemical allergies, the risk of burns, and awkward ergonomic postures. Maintenance workers reported a 54% risk of pain and discomfort, 32% of sleep loss following night shifts, and 37% of chemical risks. Nursing personnel cited poor ergonomic posture (68%) as a key concern, followed by sleep loss (62%), and the risk of cuts (52%). Housekeeping personnel cited hazards of falls (69%), poor ergonomic postures (40%), and infectious disease exposure (31%). The study emphasizes the need to address occupational health risks in healthcare settings by thoroughly reviewing the many occupational health hazards that impact healthcare professionals. However, it is important to remember that the study relied on data from the previous six months, potentially leaving out undetected risks. Furthermore, the study emphasized the impact of these dangers on healthcare personnel, emphasizing the problem of events being underreported inside the institution. Notably, the study emphasized the importance of paying close attention to occupational dangers such as needle sticks, chemical exposure, burns and ergonomic concerns in healthcare professionals' daily health management.

Pengaruh Kepemimpinan Transformasional, Motivasi Kerja Dan Iklim Kerja Terhadap Kinerja Karyawan Medis

Hospital as a public health care organization , function to serve the wider community in the form of services. To achieve the desired objectives of management , the hospital requires employees to improve performance. Hospital employees require a leader who has a leadership style , working climate and motivate a careful manner , in order to achieve all the targets in the desired so that human resources can reflect the culture in an organization. In this study using survey method with 162 medical staff in hospitals of Tarakan City as research respondents. Obtained partial results of transformational leadership has positive influence on employee performance , as well as the motivation effect has a positive influence on employee performance and also the working climate positive influence on employee performance. While simultaneously, variable transformational leadership, motivation and work climate has positive influence on employee performance medical in Tarakan Hospital . From the results of this study suggest that for an organization to maintain the quality of leadership, motivation and work climate so that the employee's performance will remains good.

Role of Training in The Successful Implementation of Hospital Information Systems

The adoption of HIS has many benefits including reduced waiting time, errors, less paperwork and errors, and easy data retrieval and reporting. The research aims to define whether the training provided by the IT department has an effect on the successful implementation of HIS at the hospital. System and information qualities were significantly associated with the benefit of HIS. Data taken from 296 hospital employees of Mongolian Japan Hospital is used to assess the effect of the implementation of HIS on employee satisfaction and individual benefit. Training had a mediating role in enhancing the effects of system and information quality effects on net benefits perceived by employees. Assessing individual training results may lead to the effective administration of training at the hospitals.

Antecedents of American hospitality students’ intercultural communication apprehension: Effect of ethnocentrism, cultural intelligence and core self-evaluations

While cross-cultural communication skill is recognized as a critical attribute for hospitality employees and managers in the increasingly globalized hospitality business and operations, the issue of college students’ apprehension about interacting with people from different cultures has been overlooked. The purpose of this study is to examine personal traits that increase or decrease intercultural communication apprehension (ICA) among American hospitality students. Using quantitative analysis of data from 370 American college students enrolled in hospitality programs in the United States, this research revealed that cultural intelligence (CQ) and core self-evaluations (CSE) can decrease ICA while ethnocentrism promotes ICA. The results further showed that the positive link between ethnocentrism and ICA can be diminished by CSE. Practical implications and theoretical contributions of the findings are discussed along with suggestions for future research.

Preventing Healthcare-Associated Infections: Hand Disinfection Monitoring Using an Automated System in an Italian Neurological Hospital

Hand hygiene plays a pivotal role in preventing Healthcare-Associated Infections (HAIs). Nevertheless, the quality of hand disinfection techniques remains suboptimal, and the reliability of assessment methodologies is notably lacking. This study aimed to evaluate hand disinfection techniques using an automated system in an Italian research hospital. Hospital employees underwent automated hand-disinfection technique assessment, according to the World Health Organization’s six-step protocol, at a basal time and two further times. Detection was carried out with a scanner that evaluated the effective hand disinfectant coverage through a fluorescent dye present in the hydro-alcoholic gel rub. The hand-hygiene technique of 222 employees was analyzed by HandInScan®. At the initial assessment of hand coverage with the hydro-alcoholic gel, the mean palm coverage was 82.2%, mean back coverage was 66.8%, and overall mean hand coverage was 74.5%. Then, two measurements were performed in June (t1) and December 2022 (t2). The third measurement showed an increase in hand coverage, with a mean palm coverage of 97.2%, a mean back coverage of 91.8%, and a mean hand coverage of 94.5% (p &lt; 0.05). Moreover, the mean coverage of the hand-back was lower than that of the hand-palm at all times (p &lt; 0.001). The automated scanner provided evidence supporting its effectiveness in enhancing hand hygiene among hospital employees. These findings have motivated researchers to conduct long-term studies, given the potential effects on HAI prevention—including their impact on HAI trends.

Implementation of Intelligent Physical Exercise Training at a Danish Hospital-A Qualitative Study of Employees' Barriers and Facilitators for Participation.

Exercise training at work has the potential to improve employees' productivity, health, and well-being. However, exercise interventions for healthcare workers in hospitals may be challenged by time pressure and the ongoing workflow with patient care. The aim was to identify barriers and facilitators for participation in exercise training during work in a hospital department. Eight semi-structured interviews of 13 individuals were conducted with hospital employees from different staff groups who participated in 12 weeks of exercise twice weekly. The data analysis was a thematic approach based on the Theoretical Domains Framework and the COM-B factors in the Behavior Change Wheel. Barriers and facilitators varied between different groups. Barriers included limited structure, busyness, and a discouraging culture. Facilitators included gaining a feeling of community and psychological and physical well-being. Seven contextual subthemes were vital for successful implementation of exercise in a hospital setting: sharing of knowledge and information; involvement; administration and structure; culture; individualization; purpose and objective; and incentives. The informants appreciated exercise training during work. Inpatient departments' informants found it difficult to participate in the intervention, whilst those with more administrative tasks found it easier. This study identified barriers and facilitators vital for a successful implementation of an exercise training intervention in a hospital department. The study explains how future interventions can improve reach, adoption, and implementation of exercise training interventions to hospital staffs.

Vicarious abusive supervision among restaurant frontline employees: the role of employee industry tenure

PurposeVicarious abusive supervision (VAS) has recently garnered the attention of hospitality researchers. VAS is prevalent in hospitality work settings characterized by long production chains and open operating environments. Based on the conservation of resources (CORs) theory, this study aims to examine how VAS influences hospitality employees’ work behaviours (i.e. supervisor-directed deviance, silence and helping behaviour) via affective rumination, with the moderating role of industry tenure as an individual contingency on the relationship between VAS and affective rumination.Design/methodology/approachThe data were gathered from 233 restaurant frontline employees and their supervisors in Turkey. The authors tested the proposed model using partial least squares method through SmartPLS 3.FindingsThe results reveal that VAS triggers affective rumination, which, in turn, is positively related to supervisor-directed deviance and silence, and negatively related to helping behaviour. Moreover, industry tenure, as a buffer resource, significantly moderates the relationship between VAS and affective rumination.Practical implicationsTo reduce the occurrence of VAS and mitigate its negative effects, managers should establish a work environment that embraces understanding and respect, pay attention to how they communicate with employees, implement appropriate interventions when VAS occurs and conduct stress management training and improve employees’ emotion regulation skills in ways that correspond to the employees’ industry experience.Originality/valueThis study advances research on VAS by offering insight into how VAS impacts employees’ work behaviours via the underlying mechanism of affective rumination through a COR lens. The findings also shed light on the salient buffering effect of industry tenure as an individual contingency.

Quitting one’s job or leaving one’s profession: unexplored consequences of workplace violence and discrimination against health professionals

BackgroundAlthough workplace violence and discrimination against healthcare workers are global and universal phenomena, and violence at work is recognized as a serious and growing problem, in Switzerland, hardly anything is known about the related consequences on job changes and career endings, which are two major staffing challenges present in the notoriously understaffed healthcare sector.MethodData collected from a written survey conducted among 1,840 hospital employees, of which 1,441 were health professionals, were used to evaluate and estimate the prevalence and impact of specific and cumulated forms of workplace violence and discrimination on the work climate and particularly on subsequent turnover intentions and career endings. Established multi- and single-item measures were used as predicting, intervening and outcome variables. Relative frequencies stratified for nurses, physicians and therapists were calculated to estimate and differentiate the size of the phenomena under study. Furthermore, crosstabulations, as well as multivariate regression analyses, were performed to explore the associations of interest.ResultsEvery fifth to sixth nurse and every seventh to eighth physician reported having had intentions to change jobs or leave the profession within the past year. These intentions become much more prevalent across all health professions when one or even two or more different forms of violence and/or discrimination at work are experienced and reported. Accordingly, the relative risks for intending to quit one’s job or leave one’s profession increase significantly and steadily with a growing number (1, 2 +) of different experienced forms of violence and/or discrimination at work compared to the reference group of those who are nonaffected (aOR from 2.5 up to 5.4). This fairly strong association was only slightly reduced (aOR from 2.1 to 4.0) when work climate was additionally taken into account as a potential intervening variable. Although work climate only partly accounted for the association under study, a poor work climate was an additional strong predictor and independent risk factor for intentions to turnover (aOR = 6.4) or leave the profession (aOR = 4.2).ConclusionsExperiences of workplace violence and discrimination and the resulting poor work climate both together and independent of each other seem to be important causes of job changes and career endings among healthcare workers in Switzerland.

Analysis of the mental health status of hospital staff during the COVID-19 pandemic.

Medical work is a complex and interpersonally sensitive job; clinicians interact with patients, colleagues and society-at-large daily, and they are under pressure from a variety of sources. The doctor-patient relationship is of particular concern. To investigate the current mental health status of hospital staff and related influencing factors during the coronavirus disease 2019 (COVID-19) pandemic. The Symptom Checklist-90 (SCL-90) and Generalized Anxiety Disorder Scale-7 (GAD-7) were used to survey the current mental health status of hospital employees. The resulting qualitative data was described in the form of frequency and percentage (%), and the quantitative data were expressed as mean±standard deviation (X¯±S). A total of 1,074 employees of The Third Xiangya Hospital of Central South University participated in the mental health survey, of whom 77.47% were women. The SCL-90 score was 133.89±48.87, and the three highest scoring factors were depression, somatisation and obsessions, with factor scores of 19.10±8.14, 16.78±6.21 and 16.27±6.39, respectively. The GAD-7 score was 3.74±4.17 for women and 2.14±3.55 for men. The number of women with anxiety disorders was higher compared with men. The mental health status of hospital workers with different demographic characteristics varied greatly during the COVID-19 pandemic. Active attention needs to be paid to the mental health status of hospital staff.

Employee perceptions of race and racism in an Australian hospital

BackgroundRacism contributes to health inequities faced by people of colour and marginalised groups. Despite widespread recognition of the impacts of racism, mitigating strategies and legislation have been largely unsuccessful. Research into racism in healthcare has mostly examined personal experiences of healthcare workers and patients, assuming that the definitions of racism and race are similarly understood by all. However, ethnicity and race are often conflated, and racism seen as primarily interpersonal and ahistorical. PurposeThis paper explores hospital employee understandings of racism, its impacts and how to reduce it. MethodsForty-nine staff within one Australian hospital participated in individual qualitative interviews regarding the definition, impact, and ways of reducing racism. Interviews were analysed with a reflexive thematic analytic approach using a Postcolonial framework. ResultsParticipants described racism as being experienced by marginalised groups of people in Australia. They identified that racism has detrimental effects on health and wellbeing. Not all were clear regarding what constituted racism: it was not described as an ideology created to justify colonial distribution of power and resources. Some thought that racism was individual prejudice while others noted it was also structural in nature. Participants commonly defined race as involving physical or cultural differences, suggesting that discredited historical and colonial concepts of race continue in Australian society. While many felt that education was the best way to reduce racism and its impacts, some participants noted that being educated did not necessarily change racist behaviour. ConclusionsThe lack of accurate understanding of the concept of race and racism likely contributes to the relatively poor effect of current strategies to combat racism. As an initial part of deeper systemic anti-racist reform, this research supports calls for anti-racist education to clarify the definition of racism as an ideology.

Ripple effects of hospital team faultlines on patient outcomes

Medical errors are rampant across healthcare settings, imposing a significant burden on patient safety. Here, we examined the ripple effects of diversity splits, or faultlines, within hospital teams on patient safety and care. Hospitals consist of hierarchical, mixed-gender, and multiracial units that are prone to conflict. Within a diverse unit, faultlines can occur when multiple attributes (e.g., gender and race) of unit members align and divide a unit into two or more homogeneous subgroups. Yet, little is known about how such faultlines influence patients. Hierarchical path modeling of data collected from 1,102 hospital employees and 4,138 patients across 38 hospital units illustrated that when strong faultlines formed through homogenous subgroups within hospital units resulted in decreased civility among staff. This incivility was related to higher rates of medical error and patient deaths. A 10% increase in unit incivility was linked to a maximum 8.87% increase in healthcare-associated infection rates and a maximum 10.59% increase in mortality rates. However, we found patients within units high on collaborative cultures for managing conflicts—that fostered mutual respect, active listening, and openness to differing opinions—experienced fewer medical errors and lower mortality rates, regardless of strong faultlines. These findings offer an evidence-based, culture-focused approach to reducing medical errors and improving the quality of patient care.

The trip from home to work: exploring how commuting stress impacts on tourism and hospitality employees’ work engagement

ABSTRACT Existing studies mainly discussed the various effects of family and work-related stress on tourism and hospitality employees, but the mechanism of a newly stress connecting home and work (i.e. commuting stress) on them is unknown. Drawing on affective events theory, this study aims to investigate how commuting stress impacts on tourism and hospitality employees’ work engagement. Further, the mediating role of unpleasant feelings and the moderating role of micro-break activities are also examined. A survey was completed by 379 employees in tourism and hospitality companies in China. The results showed that commuting stress was negatively related to work engagement, and unpleasant feelings played a partial mediating role. Micro-break activities significantly mitigated the relationship between unpleasant feelings and work engagement, such that the effect was weaker as micro-break activities increased. The mediating effect of unpleasant feelings was also moderated by micro-break activities. This research provides a new explanatory framework for the relationship between employee commuting stress and work engagement while also identifying a boundary condition among them. Our conclusions offer new directions for alleviating employee commuting stress.

The impact of green human resource management on hospitality employees’ quitting intention: A dual perspective study

Green human resource management (GHRM) is being increasingly adopted by hospitality industry to help hotels achieve environmental goals and cater to the green focus of customers. The existing studies mostly focus on the impact of GHRM on green-related outcome variables, and few studies have explored the relationship between GHRM and non-green-related outcome variables. At the same time, the entire hospitality industry is facing the problems of high employee liquidity and a high turnover rate. Therefore, this study aims to explore the relationship between GHRM and employees' quitting intention in the hospitality industry through the mediating role of job embeddedness and the moderating role of servant leadership and employees' individual green values. Participants were 437 frontline employees from of 31 hotels in mainland China, and data were collected through conditional sampling and analyzed using structural equation modeling techniques. It was found that GHRM can increase employees' job embeddedness, which in turn suppresses employees' quitting intentions. In this process, the level of employees' individual green value and the degree of servant leadership among management both have positive moderating effects. In terms of theoretical contributions, the path of influence of GHRM practices on employees' quitting intention is explored, which broadens the scope of GHRM research. The introduction of two moderating variables, servant leadership and individual green value, provides a new idea for subsequent research to explore the issue from the dual perspectives of both leadership and employees. In terms of practical implications, this study reveals to hospitality managers how GHRM can help reduce employee turnover and suggests ways of optimizing the effect by improving the level of employees' individual green value and promoting servant leadership among management.

Hospital Employees’ Perceptions of Being Swamped

The concept of being swamped was first described by nurses in a study about hospital nurses’ perceptions of human factors that can contribute to errors by nurses. Being swamped occurs when providers have so much to do that they cannot focus well enough to establish priorities and choose the most important task at hand. In previous studies, being swamped was found to be a primary reason for nurses to make errors. The purpose of this nonexperimental, descriptive study was to explore the experience of swamping in the clinical setting in multiple work units and roles. A survey was developed and tested and data were collected during the fall of 2018. The 13-question survey was distributed via email to employees and providers with inpatient privileges in four large community-based hospitals. Survey findings were evaluated using both quantitative and qualitative analysis methods. A total of 814 participants completed the survey. Only 3.8% of participants noted that they are never swamped, while 11.8% noted that they feel swamped on a daily basis. According to participants, an increase in being swamped leads to missed care, errors, turnover, and delays in care. Being swamped may influence patient satisfaction scores impacting reimbursement and nationally reported data and may result in high turnover because staff feel discouraged and leave.

Stimulating employee performance and well-being: a review of mindfulness impact in the hospitality sector

PurposeMindfulness is gaining popularity in the business world as a way to improve mental health and productivity in employees. However, the application of mindfulness for employees in the hospitality sector is still in its nascent stage. This paper aims to synthesize the evidence on the effectiveness of mindfulness practice on employees in this high-pressure service industry.Design/methodology/approachThis narrative review identifies and integrates insights from journal articles researching mindfulness in the hospitality industry. Synthesis and reflective description of the literature reveal an exigent need for practice, policy-making and future research.FindingsThis review paper describes mindfulness-based interventions used in the literature. It shows how the practice of mindfulness stimulates a culture of well-being and effectiveness at work, consequently having a positive impact on the customer and the organization. It points to the role of mindfulness in helping hospitality employees deal with stress, depression, anxiety, burnout and emotional labor peculiar to this industry, lowering absenteeism levels and turnover intention.Practical implicationsThis paper has implications for hospitality managerial practice, human resource (HR) policy development, employees at all levels in the hospitality industry, business coaches/trainers, educationists, students pursuing hospitality management and researchers.Originality/valueThis first review article on mindfulness in the hospitality industry lays the foundation to accentuate the need and benefits of prioritizing mindfulness in this sector. It provides directions for future research, application in HR management in hospitality and designing effective interventions.

Spiritual Leadership on Organizational Citizenship Behavior for The Environment in Harapan Keluarga Hospital Employees: The Mediating Role of Self-Efficacy and Psychological Ownership

Spiritual Leadership on Organizational Citizenship Behavior for The Environment in Harapan Keluarga Hospital Employees: The Mediating Role of Self-Efficacy and Psychological Ownership

Analysis of east java mata masyarakat hospital based on malcolm baldrige performance criteria

A hospital is a health service institution that provides complete individual health services, providing inpatient, outpatient and emergency services. Quality of Service is one form of effort made by each Hospital in carrying out actions that make patients feel comfortable, safe, fast and precise in getting their needs. This research aims to explain performance analysis using the Malcolm Baldrige criteria in hospitals Mata Masyarakat of East Java. This research is a cross-sectional study where data is collected at a certain time to describe the situation at that time. Employees selected as respondents will fill out a questionnaire that has been prepared with a number of questions based on Malcolm Baldrige's criteria. The data that will be taken in the research is the characteristics of employees at the hospital Mata Masyarakat and performance measurement based on hospital employee perceptions. The population in this study were hospital employees Mata Masyarakat are 40 employees consisting of management staff and unit heads. In this study, the samples used were managers and unit heads in hospitals Mata Masyarakat are 30 people. The research results show that the criteria with the highest percentage scores are Customer Focus, Process Management and Results with each score (85%) while the lowest is Leadership with a score of (79%). total score obtained by hospital Mata Masyarakat's score for all Malcolm Baldrige Criteria based on the questionnaire results is 837.6 or 83.69% of the maximum score of 1000 which is in the very good category.

Can Antibiotic Stewardship Be Achieved by Utilizing the Stewardship Through Educating Patients (S.T.E.P.) Process?

Despite research and efforts to mitigate bacterial resistance, antibiotic overprescribing continues to occur, often due to real or perceived expectations of patients. Objective: The purpose of this study was to determine: (1) if there's an associationbetween the provider's patient education efforts and the patient'ssatisfaction, and(2) the research participant's subsequent behaviorconcerning antibiotic prescriptions, byutilizing the Stewardship Through Educating Patients (S.T.E.P.) process for positive prescriptive change.The S.T.E.P. programfeatures straightforward, simple education viaface-to-face counseling at patient encounters, along with presenting applicable printed educational pamphletsfrom the Centers for Disease Control and Prevention (CDC).These two interventions were utilized in this study with research participants from the healthcare provider, with education focused onappropriate antibiotic use in the treatment of adults diagnosed with common illnesses such as an upper respiratory infection (the common cold), acute sinusitis, and acute bronchitis, which oftentimes are viral in origin. This Quality Improvement (QI) interventional study utilized the researcher'sdirect face-to-facepatient education and CDC printed materials as a measure of antibiotic prescribing as a primary outcome, with patient satisfaction as a secondary outcome via convenience sampling of 40 hospital employees who utilized a free hospital-based employee healthcare clinic. Patient-teaching by this study'sresearcher, along with supplemental printed patient education material from the CDC thatwere given to research participants during an initial medical encounter, were effective interventions used in reducing antibiotic prescribing, as evidenced by a positive patient satisfaction in 95% of research participants. Antibiotic use in the treatment of adults diagnosed with common illnesses such as an upper respiratory infection (the common cold), acute sinusitis, and acute bronchitis, may be safely reduced by using a combination of patient-education and clinician intervention.

Islamic Perspective in E-Service Quality-based Knowledge Sharing on Islamic Hospital Employee Performance Improvement

Technological developments now greatly affect the activities of health organizations and are expected to encourage better hospital performance. One of the efforts that can be made to increase employee knowledge related to technological developments is through knowledge sharing. Measuring the quality of hospital management information systems from the user’s point of view using the e-service quality method. The study aims to determine the effect of knowledge sharing and e-service quality information systems on employee performance in Islamic hospitals that have followed global budget rules in West Java. This research uses a quantitative method with a causal research type. Information is collected directly from the field to find out the opinion of the respondents on the object being studied. The researchers used judgment sampling with the number of samples obtained using the Bernoulli method with an error of 5% so that the minimum number of respondents was 128. The research data were obtained through the results of interviews and questionnaires. The data were processed, analyzed, and then conclusions were drawn using the cross-sectional method. The results of the analysis show that both knowledge sharing and e-service quality are in good category and employee performance is in the very good category. The variables of knowledge sharing and e-service quality both partially and simultaneously have a positive and significant effect on employee performance with a moderate effect.&#x0D; Keywords: e-service quality, employee performance, Islamic hospital, knowledge sharing