Managed Health Care Organizations Research Articles

Management styles and change management in healthcare organizations

Changes are phenomena that are permanently embedded in the scenario of how the world functions. They can appear as a result of intentional actions, i.e. deliberate human interventions, but they can also occur without their conscious participation. In such cases, we speak of their natural sources. Currently observed trends in this area allow us to assume that the frequency of changes, their speed and scope will increase significantly. To face the 21st century, we need to understand the constancy of changes and accept the uncertainty that accompanies them. This, in turn, requires mastering new rules and a new way of thinking. "Old rules" are not enough to understand the processes of a rapidly changing reality. An area of particular importance for the description of changes and the change management process are organizations. Changes in organizations are currently a phenomenon that determines their characteristics, essence, survival and development. The key element of conducting the change management process are people who change the organization. The appropriate management style, participation and involvement of organization members in the change process have become an absolute requirement. Building social commitment to change is a determinant of its positive adaptation. Change does not then become a forced and imposed evil. The aim of the study was to conduct an empirical study aimed at demonstrating that the management style when introducing changes in a medical organization has a decisive influence on its functioning. The study was conducted on a group of 100 nurses and nurses working in medical entities in Poland.

FACTORSINFLUENCINGEFFECTIVETELEHEALTHMANAGEMENT: PERSPECTIVES OF QUALITY COMPETENCY AND ORGANIZATIONAL CHANGE

This study investigates key factors influencing effective telehealth management in healthcare organizations in Saudi Arabia, particularly within primary health centers in Riyadh Saudi Arabia. Present study focuses on five primary areas: technology infrastructure, provider training and competency,patientengagement,regulatorycomplianceandqualityassurance,andorganizational culture and change management. A comprehensive survey questionnaire was conducted among healthcare staff, including directors, physicians, head nurses, and administrative personnel, to assess these factors' impact on telehealth effectiveness. SPSS was utilized for data analysis. Analysis of data revealed significant positive relationships between all suggested constructs which leads consequently to effective telehealth management. Specifically, technology infrastructure and organizational culture emerged as the strongest predictors. Further, findings emphasize the necessity of investing in robust technology systems, enhancingprovidertraining,,ensuringregulatorycompliance,promotingpatientengagement,and fostering a supportive organizational culture for the successful implementation of telehealth services. Study further provides practical implications for healthcare organizations and policymakers, offeringinsightsintooptimizingtelehealthservicestoimprovehealthcaredeliveryinSaudiArabia.

Improving Development Strategy of Budgetary Institution

Background. In a competitive environment, budgetary healthcare institutions have less management tools and technologies than private organizations. Budgetary institutions are able to compete in providing advanced medical care, but not in attracting and retaining highly qualified workers.In addition, budgetary institutions have access to growing financial resources and untapped instruments, especially management technologies applied in commercial organizations. Some principles and methods of corporate governance can be implemented in the management processes of budgetary institutions in order to increase their competitiveness and performance.Purpose. To analyze the current planning of financial and operating activities at a budgetary institution and to make recommendations for expanding the managerial and commercial components in the planning of activities.Materials and methods. The comparative analysis was carried out to contrast budgetary healthcare institutions with private medical organizations in planning and management technologies used in commercial organizations and other industries. This method enabled to identify general trends and features in the management of healthcare organizations. Also, Russian full-text sources and regulatory documents on the research topic were studied using content analysis method.Conclusion. In a competitive environment and under an insufficient budget financing, it is necessary to expand the tools for planning financial and operating activities in non-profit medical institutions and the authorities of budgetary institutions’ heads.

Human resource management in homecare in England: managing people for safe care during crisis

BackgroundHuman resource management (HRM) of healthcare organisations plays an important role in improving the continuity of care, managing staff, and ensuring patient safety. During COVID-19, there were several HR-related issues, creating a significant challenging situation for health and social care institutions. This study explored the HRM issues that are associated with the patient safety in homecare, and how homecare providers have responded to these HR-related challenges during the COVID-19 pandemic. The aim of this is to explore the role of HRM practices in helping care organisations operate efficiently and supporting their workforce to adapt to future disruptive changes and crises.MethodsQualitative strategies include narrative inquiry involving gathering information in the form of storytelling by the research participants. Between February 2021 and December 2021, data were collected through semi-structured interviews of 31 participants, including homecare staff (homecare transition practitioners, homecare social workers, and carers), family members, and service users in England.ResultsThe research identified key HRM challenges during the pandemic, including staff shortages, high turnover, ineffective communication, occupational stress for front-line carers, and lack of training, all adversely affecting the safety of homecare patients. In response, homecare providers employed strategies like opportunistic recruitment, digital technology for training and communication, and flexible work arrangements to mitigate these issues.ConclusionsSeveral implications are proposed, with the over-riding aim of ensuring effective management of HRM practices in responding to address key areas: staffing, performance management, and training. Homecare providers should utilise short-term adaptive recruitment strategies, while also focusing on long-term workforce development and resilience to effectively respond to current and future care needs. Prioritising staff well-being for retention and care quality are crucial. Homecare providers are encouraged to offer flexible work arrangements and digital communication methods, all while being mindful of preventing technostress and digital exhaustion among their staff. They also need to bridge training gaps and employ effective delivery methods to equip healthcare workers with essential skills, thereby enhancing resilience and adaptability in homecare.

Critical Review of Redefining Diagnostics: The Integration of Laboratory Excellence with Health Administration for Improved Outcomes

The coupling of lab diagnostics with health administration may become the key pivot point for endorsing health care. Combined with accurate policy formulation and supervisors’ monitoring and control, precision diagnostics can improve disease prevention, management, and patients’ clinical outcomes. This paper aims to review the place of laboratories in health care delivery, the advantages of cooperation, and the difficulty of integration. It underlines key insights, worldwide examples, and new trends as to how laboratory information can be used for planning and decision-making in managing healthcare organizations.

Mediating Effect of Job Burnout on the Relationship Between Organisational Support and Quiet Quitting in Nurses.

The main purpose of this study was to investigate the potential mediating role of job burnout in the relationship between organisational support and quiet quitting among nurses. Additionally, this study aimed to determine the associations between organisational support, job burnout and quiet quitting. This study was a descriptive, cross-sectional study. This descriptive and cross-sectional study included a total of 383 nurses. The convenience sampling method was used, and the study was conducted in Türkiye. Self-reported measures, which included organisational support, job burnout and the quiet quitting scale, were completed by using an online version of the scale. Statistically significant associations were found between organisational support, job burnout and quiet quitting. Organisational support had a significant negative effect on quiet quitting. Additionally, job burnout had a positive effect on quiet quitting behaviour. Moreover, job burnout partially mediated the relationship between organisational support and quiet quitting. The findings highlight the importance of considering job burnout as a critical factor in mitigating the positive effect of organisational support on quiet quitting. Prioritising the job burnout of healthcare workers plays a significant role in reducing quiet quitting behaviour through organisational support. This study focused on how organisational support and burnout interact with quiet quitting, which is a current issue among nurses, and explained the mediating role of job burnout in the relationship between organisational support and quiet quitting. The main findings of this research provide evidence that organisational support influences quiet quitting behaviour. Similarly, job burnout affects quiet quitting behaviour. Moreover, job burnout plays a mediating role in the relationship between organisational support and quiet quitting behaviour. It has been proven that job burnout is a significant barrier to the impact of organisational support in reducing quiet quitting behaviour. This research will have an impact on the management and strategic planning of healthcare organisations. STROBE reporting method has been followed. No patient or public contribution.

Strategies and Determinants of Knowledge Management and Sharing in Healthcare Organizations: A Narrative Review

Background. Effective and efficient sharing of knowledge in health care can lead to the clarification of health data and dissemination of up-to-date health information among employees, decision-makers, and other stakeholders, thereby improving the probability of occurrence of desirable health outcomes. The current study aimed to identify the determinants of effective knowledge management and sharing in healthcare. Methods. This study was conducted to identify the facilitators and barriers of knowledge sharing in healthcare and also identify successful strategies in this field using the approach of review studies in 2023. A thorough literature review was conducted using relevant keywords in PubMed, Scopus, and SID databases and the Google Scholar search engine. Data extraction was done by two researchers using the data extraction table. The content analysis method was used to analyze the data. Results. Reviewing 21 studies revealed 176 determinants of knowledge management and sharing in healthcare organizations. Among the determining factors, 96 were facilitators, and 80 were barriers to knowledge sharing. After removing duplicate factors and merging similar cases, 54 facilitators and 55 barriers were obtained uniquely. The determining factors were classified into four categories: organizational factors, infrastructure factors, individual factors, and factors related to the information system. Also, 35 effective strategies for knowledge management in healthcare organizations were identified, the most important of which was related to the empowerment of managers in information technology (IT). Conclusion. The success of knowledge sharing in healthcare requires a strong IT infrastructure, supportive leadership, an organizational culture that governs knowledge development, commitment and cooperation among healthcare team members, and effective knowledge management.

Bridging diversity management and intellectual capital: insights and impacts in healthcare organizations

PurposeThe study examines the relationship between diversity management (DM) and intellectual capital (IC) in healthcare organizations. It aims to understand how embracing diversity across various domains – including cultural, gender and physical ability – enhances strategic value and competitive edge among healthcare institutions. This study is among the first papers to link DM and IC in the healthcare setting.Design/methodology/approachThe two-phased methodological framework began with a bibliometric analysis of previous literature to distil significant variables commonly associated with DM in healthcare. Subsequently, based on the identified variables, the policy and planning documents of 17 Italian healthcare organizations were mapped to assess how well European Commission policies promoting the integration of DM into IC have been adopted, identifying any key oversights.FindingsA significant link exists between effective DM and enhanced IC, particularly in fostering an inclusive organizational culture that values diverse employee backgrounds. This enhancement is evident in the increased recognition of varied cultural perspectives, improved gender diversity in leadership positions and the implementation of comprehensive anti-discrimination policies. Despite these benefits being recognized theoretically, the extent of practical application in healthcare settings varies. Some organizations show robust integration of these principles, while others exhibit significant gaps, especially in the Italian sample analysed.Originality/valueThis research underscores DM’s critical role in strengthening IC, particularly within the healthcare sector, which demands a high level of interpersonal interaction and cultural competence. The study’s insights encourage healthcare organizations to adopt more strategic approaches to DM, ultimately contributing to a more equitable healthcare system.

Performance Management Behaviour Questionnaire (PMCGD) applied to the management of healthcare organisations.

Performance Management Behaviour Questionnaire (PMCGD) applied to the management of healthcare organisations.

MONITORING OF SCIENTIFIC RESEARCH IN THE MOSCOW HEALTHCARE SYSTEM

Monitoring of scientific activity is a process of systematic tracking, analysis and evaluation of the activity and results of scientific research, to identify new directions and trends in research, as well as to assess the growth, level of activity and significance of scientific activity in a particular field of knowledge. This paper summarizes and analyzes statistical data for 2023 on publication and patent activity, personnel, directions and topics of research work of participants in the Scientific Program of the Moscow Healthcare Department for 2023-2025, the functions of which are coordinated by the Research Institute for Healthcare Organization and Medical Management of Moscow Healthcare Department.

HEALTH SCHOOLS - MOSCOW EXPERIENCE IN IMPLEMENTING A HEALTH EDUCATION PROJECT

A unique "Health School" project has been implemented in Moscow to teach older people knowledge about health, prevention of chronic non-communicable diseases, injuries and poisonings. The project was based on the integrative interaction of the Department of Health and the Department of Labor and Social Protection of Moscow. The leading role in the implementation of the project was played by employees of the Research Institute of Healthcare Organization and Medical Management of the Moscow Department of Health. The "Health School" project was successfully implemented in 2023 and its implementation continues in 2024. Training older people in the basics of health conservation has proven its relevance and effectiveness. A promising area of development could be the "Evidence-Based Happy Longevity" Platform, a knowledge base on active longevity issues and "best practices" in this area.

The role of chief medical officers in the Italian context: managers or clinicians?

PurposeDespite the advent of New Public Management theories over three decades ago, doubts persist regarding the practical implementation of these principles in the public health-care context. Challenges arise particularly from the type of system where this phenomenon is analyzed. In the Italian context, for instance, it can be arduous to define universally applicable organizational behaviors, given the interregional disparity that characterizes such a system. Furthermore, the professional identity of clinician-managers influences the perception of what “being a manager” means. This paper, thus, using the Italian context as a reference, aims to delineate what is the perception of Italian public hospitals clinician-middle-managers in terms of their responsibilities and tasks.Design/methodology/approachA survey-questionnaire was distributed to 6,011 Chief Medical Officers (CMOs) in Italian public hospitals, representing 100% of such role holders in the country. With a response rate of 16.7%, 1,005 responses were obtained. The questionnaire assessed CMOs' attitudes toward specific activities relevant to clinician-management, ranked from most to least important. Activities were derived from literature and categorized to discern management styles. Subgroups based on geographical location and professional orientation were also identified to isolate regional effects and professional identity influences.FindingsResults suggested that activities associated with a collaborative approach are perceived as most important. Furthermore, it clearly emerges the difference based on professional orientation of CMOs. However, it could not be appreciated the same level of difference basing the analysis on regional disparities.Originality/valueThe interest in the role of middle management in healthcare organizations has increased over the years. Nevertheless, currently the authors believe that not many studies are focused on defining what “being a manager” means for clinician-managers themselves, rather than explaining what clinician-managers shall do.

The contribution of information and communication technologies on performance management and measurement in healthcare: a systematic review of the literature

PurposeThis article aims to provide the current state of the art of the literature on the contribution of information and communication technologies (ICTs) on the measurement and management of performance in the healthcare sector. In particular, the work aims to identify current and emerging ICTs and how these relate to the performance measurement and management (PMM) cycle of healthcare organizations.Design/methodology/approachTo address the research objective, we adopted a systematic literature review. In particular, we used the preferred reporting items for systematic reviews and meta-analysis (PRISMA) methodology to select articles related to the investigated topic. Based on an initial screening of 560 items retrieved from Scopus and ISI Web of Knowledge, we identified and analyzed 58 articles dealing with ICTs and PMM in the healthcare sector. The last update of the dataset refers to February 2024.FindingsAlthough we attempted to address a relevant topic for both research and practice, we noticed that a relatively small sample of articles directly addressed it. Through this literature review, in addition to providing descriptive statistics of research on ICTs and PMM in healthcare, we identified six theoretical clusters of scientific streams focusing on the topic and eleven categories of ICTs effectively tackled by the literature. We then provided a holistic framework to link technologies to the different PMM phases and functions.Practical implicationsNowadays, the availability of ICTs to support healthcare organizations’ processes and services is extensive. In this context, managers at various organizational levels need to understand and evaluate how each ICT can support different activities to benefit most from their adoption. The findings of this study can offer valuable insights to top and line managers of healthcare organizations for planning their investments in both existing and emerging ICTs to support the various stages of development and functions of PMM.Originality/valueMost of the current literature focusing on ICTs in the healthcare sector refers to the contribution that technology provides to clinical processes and services, devoting limited attention to the impact of ICTs on administrative processes, such as PMM. To the best of the authors’ knowledge, this represents the first literature review on the contribution of ICTs to PMM in the healthcare sector. The review, differently from other research focused on specific ICTs and/or specific PMM functions, provides a holistic perspective to understand how these technologies may support healthcare organizations and systems in measuring and managing their performance.

Factors associated with the non-retention of health sector employees recruited in Iran: a survival analysis

BackgroundHealth staff are an essential component of the health system and a significant factor in improving health outcomes. As a result, without a suitable number of trained and supported workforces, health-related goals will not be achieved. As a result, one of the most significant tasks of the government and healthcare human resource management in healthcare organizations is focusing on development and maintenance of personnel.MethodThis study was a longitudinal and historical cohort study. Data was collected on the 40 medical universities and healthcare organizations under the jurisdiction of Iran Ministry of Health and Medical Education from 2008 to 2018 from the human resources database. In this study the COX regression and survival analysis was used to assess the factors of staff maintenance, retention rate, and the risk of turnover.Result46,939 health workforces were included in the study, of which 13,328 (28.4%) were men and 33,611 (71.6%) were women. Based on the finding of cox regression model, the retention of staff were statistically different between male and female. Employees whose current work place and birthplace were similar had a significantly higher probability of retention. Accordingly, the cox regression result showed, the risk of employee turnover for single personnel was higher than the married ones.Conclusionan applicable policy for increasing maintenance among workforce recruitment, could be considering the native born professionals instead of non-natives born which reduce the costs of employee turnover, including re-hiring, initial and on-the-job training, housing, and other extra living expenses away from home and family.

Lean thinking and risk management in healthcare organizations: a systematic literature review and research agenda

PurposeHealthcare organizations have been facing challenges due to high costs and low efficiency in health services. The growth of costs and losses caused by avoidable mistakes lead to the search for solutions, and Health Lean Management appears as a potential solution to help in solving service quality problems, as well as reducing risks. This study aims to analyse the state of the art in the literature centred on the Lean approach in the context of risk management in healthcare organizations, and to identify new research opportunities, highlighting possible lines of future research.Design/methodology/approachFollowing a systematic literature review approach, 51 papers were considered relevant for this research, and reviewed to explore the development of literature in this area.FindingsBased on the results, five main research streams were identified: (1) risk management oriented towards patient safety; (2) risk management oriented towards employee safety; (3) importance of attitudes and behaviours in risk reduction projects; (4) Lean tools used in healthcare risk management and (5) Integration of approaches. Moreover, several shortcomings were identified in literature.Originality/valueIdentified shortcomings represent significant opportunities for further research development.

The Use Of Big Data Analytics In Healthcare Organization Management

Introduction. The potential of using big data analytics in the management system of healthcare organizations is of interest to healthcare managers, with a notable emphasis from the research community on the correlation between the incorporation of big data analytics and its advantages for healthcare organizations, particularly in terms of resource allocation and operational efficiency. The purpose of the study was to summarize scientific data characterizing the potential of big data analytics on healthcare organizations' management practices. Materials and Methods. A comprehensive search was conducted across PubMed, eLibrary, CyberLeninka and ScienceDirect databases, as well as the World Health Organization datasets, covering the use of big data analytics in healthcare. In this study, keyword and phrase searching on the following requests was performed: ”big data in healthcare organization management”, “big data analytics in healthcare”, “big data”, “analytics”, “management”, “healthcare”. Results. The study involved an in-depth analysis and consolidation of both general and specific aspects of the potential of big data analytics in the management practices of healthcare organizations. The benefits of big data analytics implementation in personnel management, as well as its efficiency in prognosing the number of referrals to emergency departments and tracking the prescription and intake of medications, were identified.

Translation and cultural adaptation of the HFMEA into European Portuguese

ABSTRACT Introduction Health organizations are faced with daily challenges, requiring them to provide a quality service, ensuring effectiveness and efficiency. Risk management is one of the conditioning factors to achieve this purpose, ensuring preventive actions for all processes, promoting the identification of risk to the mitigation of its consequences for the patient, professionals, or organization. Patient safety is a priority and healthcare organizations should be concerned with the implementation of methodologies and tools to promote risk management, such as Healthcare Failure Mode and Effects Analysis (HFMEA). HFMEA has a high potential for risk management in healthcare organizations, with a proactive, prospective, and continuous approach to improvement. Objective Translation and adaptation of the HFMEA instrument into European Portuguese. Materials and methods A methodological study was carried out based on the proposal presented by Beaton and followed the recommendations of the International Test Commission and World Health Organization. Results The HFMEA 2021 was linguistically translated and culturally adapted to the new context ensuring reliability, content validity was assured by a group of experts, which ensured semantic, idiomatic, experimental, and conceptual equivalence between the original instrument and the translation. Conclusions HFMEA 2021 was successfully translated and adapted to European Portuguese, allowing its application.

Patient versus person centeredness: embracing different perspectives

PurposeThe aim of this study is twofold: (1) to gain insight into the different perspectives on the relationship between patient and person centeredness and (2) to learn more about the differences between non-academic and academic stakeholders in the healthcare system.Design/methodology/approachThis mixed-methods study includes a scoping review on person and patient centeredness and in-depth interviews with patients, caregivers, staff and management of healthcare organizations. The data were analyzed by following the six phases of Braun and Clarke.FindingsThe analysis of the data showed four different perspectives on patient versus person centeredness: (1) they are synonyms; (2) one term is favorite; (3) they should be in balance; and (4) person centeredness is the surplus on top of patient centeredness.Research limitations/implicationsThere are different perspectives on patient versus person centeredness. Perspectives differ between people and can change over time. Some people feel like a patient all the time, other people feel like a person all the time, and some feel like a patient at one point in time and as a person at another point in time.Practical implicationsThese different perspectives can have important implications for the so-called moments of truth. In their role as patients, people value functional encounters and in their identity as people they value meaningful encounters with caregivers.Originality/valueBy unraveling these different perspectives, novel insights were found in the different perspectives people can take.

Mental health management in healthcare organizations: Challenges and strategies - a review

This research delves into the nuanced realm of mental health management within healthcare organizations, addressing challenges and unveiling transformative strategies. The study underscores the critical importance of integrating mental health into broader healthcare policies by examining the multifaceted role of training, education, technology, and interdisciplinary collaboration. Successful training initiatives empower healthcare professionals, reduce stigma, and enhance collaboration, contributing to a mental health-literate workforce. Technology, including telehealth and innovative solutions, acts as a catalyst, overcoming barriers and ushering in a new era of accessibility. Interdisciplinary collaboration fosters holistic care, while the future direction involves comprehensive research, policy integration, and technological innovation. In conclusion, a proactive and inclusive approach is crucial for shaping a healthcare ecosystem where mental health thrives and is central to holistic patient care. Keywords: Mental Health Management, Healthcare Organizations, Training and Education, Policy Integration.

Disruptive Innovation in China’s Primary Healthcare Market: A Case Study of a Startup to Challenge Incumbent and Business Growth Sustainability

This article examines primary healthcare reform in mainland China through a private-public partnership approach from a novel angle using disruptive innovation theory. The research is the first of its kind to apply Christensen’s disruptive innovation theory to the primary healthcare industry in China. A qualitative single case study was designed to focus on the GBA Healthcare Group Limited (“GBAH”). The disruptive innovation theory was framed under the 3H framework, hence offering managers of healthcare organizations a new holistic management framework for applying disruptive innovation theory in their business initiatives. It is also suggested that due to the highly regulated nature of the healthcare services industry, private organizations should actively engage with the relevant government organizations as core stakeholders in their strategic planning.