Health Human Resource Management Research Articles

Cardiovascular risk factors among nurses: A global systematic review and meta-analysis.

Nurses as the largest group of health workers have a very stressful job which can cause number of diseases specially increase cardiovascular risk factors. This study aims to investigate the overall epidemiology of cardiovascular disease (CVD) risk factors among nurses. We searched all four main databases such as Scopus, PubMed, Embase and Web of Sciences from the beginning of 2000 to March 2022 with appropriate Mesh Terms. We also searched Google scholar. Then we applied inclusion and exclusion criteria and after selection the studies the Newcastle-Ottawa Scale (NOS) was used to assess the methodological quality of included studies. Comprehensive Meta-analysis and R software was used for analysis. Finally, 22 articles with a total number of 117922 nurses were included. Among all risk factors, sedentary lifestyle and lack of regular physical activity with a prevalence of 46.3% (CI 95%, 26.6-67.2) was regarded as the main prevalent risk factor among nurses. The mean systolic blood pressure (SBP) measured in the study population was 121.31 (CI 95%, 114.73-127.90) and the mean diastolic blood pressure (DBP) was 78.08 (CI 95%, 74.90-81.25). Also family history of cardiovascular disease (41.9%; 95% IC: 29.8-55.1%), being overweight (33.3%; 95% IC: 24.7-43.2%), and alcohol consumption (24.6%; 95% IC: 16.4-35.2%) was found among the participants. Study results revealed that sedentary lifestyle was the main prevalent CVD risk factor among nurses followed by family history of cardiovascular disease, being overweight and alcohol consumption. Furthermore, among nurses with shift works almost all risk factors got higher score representing the worse condition in comparison with day workers' nurses. This study enables learning the associated risk factors of CVD among nurses to facilitate interventional programs with a view to reduce the exposure of nursing staff particularly those who work in shifts to cardiovascular risk factors. In general, many studies have emphasized the impact of the nursing profession on the incidence of some cardiovascular patients. Also, different shifts of nurses can have a double effect. In this study, the mean for sedentary lifestyle was reported to be 46.3% which represented the most prevalent risk factor for cardiovascular risk factors among study population. This study enables learning the associated risk factors of CVD among nurses to facilitate interventional programs with a view to reduce the exposure of nursing staff particularly those who work in shifts to cardiovascular risk factors. This information can comprise essential tools for health human resource management contributing to advance nursing.

Status and Determinants of Early Detection of Oral Premalignant and Malignant Lesions in India.

It has been over four decades since the launch of the National Cancer Control Programme in India, yet the cancer screening rates for oral cancer remain unremarkable. Moreover, India is bracing a large burden of oral cancer with poor survival rates. An effective public health programme implementation relies on a multitude of factors related to cost-effective evidence-based interventions, the healthcare delivery system, public health human resource management, community behaviour, partnership with stakeholders, identifying opportunities and political commitment. In this context, we discuss the various challenges in the early detection of oral premalignant and malignant lesions and potential solutions.

Rethinking the Management of Health Human Resources in Light of Social Determinants and Hospital Magnetism

Employment is a social determinant of health whose ambivalence is a well-established fact. Unemployment is therefore detrimental not only to the health of the unemployed but also to that of their families. Research even suggests that they (the unemployed and their family members) would be more likely to die prematurely than others. On the other hand, a safe job is conducive to the good health of the workers, to their well-being and it brings them satisfaction on the professional level. Nevertheless, the ambivalent nature of work means that it can also determine poor health for workers insofar as “the social organization of work, the mode of management and social relations in the workplace have an impact on the health.” This article aims to identify the organizational and social factors that have a negative impact on the health of health workers and in the light of social determinants and hospital magnetism, to propose a nonexhaustive list of recommendations for redesigned health human resource (HHR) management.

Health human resources challenges during COVID-19 pandemic; evidence of a qualitative study in a developing country.

BackgroundOne of the main forthcoming challenges of healthcare systems against preparedness and management of the pandemic is the challenge of procurement and recruitment of the human resources. This study is aimed to explore the health human resources challenges during COVID-19 pandemic in Iran.MethodsThis qualitative content analysis study was conducted in 2020. The study population includes all the Iranian human resources managers affiliated in Universities of Medical Sciences, hospitals and health centers managers and the health networks managers all over the country. 23 participants were included via purposeful sampling considering the inclusion criteria and were interviewed individually. After 23 semi-structured interviews, data were saturated. Then the data were analyzed through content analysis approach applying MAXQDA10.ResultsThree main themes of “organizational challenges”, “legal challenges”, and “personal challenges” were explored as the main challenges of health human resources management during COVID-19. On the one hand, organizational challenges include restricted financial resources, compensation discrimination, staffing distinction points, imbalance in the workload, weak organizational coordination, inefficient inter-sectoral relationships, parallel decisions, inefficient distribution of the human resources, lack of applied education, lack of integrated health protocols, lack of appropriate evaluation of performance, employee turnover, lack of clear approaches for staffing, and shortage of specialized manpower, and on the other hand, the personal challenges include insufficient knowledge of the employees, psychological disorders, reduction of self-confidence, burnout, workload increase, reduced level of job satisfaction, effects of colleague and patients bereavement and unsafety sense against the work place. Finally, the legal challenges that mostly related to the governments laws and regulations include lack of protocols for continuous supportive services, inappropriate approaches and instructions for teleworking, and lack of alternative plans and regulations for the human resources.ConclusionOrganizational, legal and personal challenges are among three main challenges of health human resources management during COVID-19 pandemic. Serious attention to these challenges should be considered by health policymakers in order to be prepared for facing new probable outbreaks and managing the present condition. The integrated comprehensive planning of human resources management for COVID-19 along with supportive packages for the personnel can be helpful.

Incentive Preferences and Its Related Factors Among Primary Medical Staff in Anhui Province, China: A Cross-Sectional Study.

Background: The shortage of primary medical staff is a major problem in the management of health human resources across many developing countries. By determining their preferences for various motivational and related factors, we examined the correlation between staff's motivation preference levels and staff turnover and turnover intention. This study aimed to further improve the incentive mechanism and to provide a reference for healthcare managers to formulate management strategies for the primary medical staff team.Methods: A self-reported questionnaire survey was conducted to collect data. The basic survey content included demographic characteristics. The absolute level questionnaire and relative level questionnaire on the factors affecting motivation preference were used as the main assessment scales. A total of 1,112 primary health workers in Anhui Province were investigated. T-test, analysis of variance (ANOVA), exploratory factor analysis, and multiple linear regression analysis were performed to analyze the data.Results: The survey respondents (45.1%) reported being satisfied with their relationship with colleagues, and other social relationships (46.9%). The Kaiser Meyer Olkin (KMO) value for the absolute preference degree for motivational factors was 0.951. Two factors (economic and non-economic factors), after using the maximum variance rotation axis method, explained 81.25% of the total variance. The regression analysis showed that primary medical staff members with low monthly income (B = −0.157) have a higher preference for non-economic factors; the higher the educational background (B = 0.133), the higher their preference for economic factors. In addition, with the increase in participants' age (B = −0.250), the preference for motivational factors gradually decreased.Conclusion: Both economic and non-economic factors play an important role in enhancing the enthusiasm of primary medical workers and improving their work attitude. Managers should use their influence to stabilize the primary medical staff.

Relationship between Job Satisfaction, Pay, Affective Commitment and Turnover Intention among Registered Nurses in Nigeria

This study aims to examine the relationship between job satisfaction, pay, affective commitment, and turnover intentions of public hospitals-based Registered Nurses in Ondo State, Nigeria. Using the quantitative, cross-sectional survey design, data from 220 Registered Nurses were analysed. Results indicate that pay and job satisfaction have significant positive relationship with nurses’ affective commitment; pay has significant positive relationship with their job satisfaction but pay, job satisfaction and affective commitment have negative relationship with turnover intentions. Job satisfaction is of critical importance in gaining nurses’ affective commitment and enhancing retention. Pay is often considered as a hygiene factor in theories of motivation – meaning, even though pay decreases might cause dissatisfaction, pay increases would not increase satisfaction. This does not appear to be the case in Nigeria. These findings have implications for health human resource management in general and the management of nursing staff in the public hospitals of Ondo State, Nigeria in particular.

Current status and related factors of turnover intention of primary medical staff in Anhui Province, China: a cross-sectional study

BackgroundThe shortage of primary medical staff is an important issue in the management of health human resources, and it is also a problem that all countries in the world need to face together. Since 2009, China has implemented a new series of medical system reforms and the shortage and loss of primary medical staff have been alleviated accordingly. However, China has a large population and it is difficult to distribute health human resources evenly across regions. This study aimed to explore the current status of turnover intention and its relationship with psychological capital, social support, and job burnout, as well as how these factors influence turnover intention of primary medical staff in Anhui province, China.MethodsUsing structured questionnaires to collect data, including demographic characteristics, turnover intention, psychological capital, social support, and Chinese Maslach Burnout Inventory scale. A total of 1152 primary medical workers of Anhui were investigated. Data were analyzed by t-test, analysis of variance (ANOVA), Pearson correlation analysis, and multiple linear regression model.ResultsTotal scores of turnover intention, psychological capital, social support, and job burnout of subjects were 14.15 ± 4.35, 100.09 ± 15.98, 64.93 ± 13.23 and 41.07 ± 9.437, respectively. Multiple linear regression showed the related factors of turnover intention were age, job position, work unit, and scores of job burnout. Pearson correlation showed psychological capital and social support were negatively correlated with turnover intention, while the score of job burnout was positively correlated with turnover intention.ConclusionThe improvement of psychological capital and social support and the reduction of job burnout may play an important role in reducing turnover intention of primary medical staff. Primary medical managers should strengthen the humanistic care for primary medical staff, optimize the incentive mechanism, and improve internal management of medical institutions for stability.

Enhancing optimization planning models for health human resources management with foresight

Achieving a balanced healthcare workforce requires health planners to adjust the supply of health human resources (HHR). Mathematical programming models have been widely used to assist such planning, but the way uncertainty is usually considered in these models entails methodological and practical issues and often disregards radical yet plausible changes to the future. This study proposes a new socio-technical methodology to factor in uncertainty over the future within mathematical programming modelling. The methodological approach makes use of foresight and scenario planning concepts to build tailor-made scenarios and scenario fit input parameters, which are then used within mathematical programming models. Health stakeholders and experts are engaged in the scenario building process. Causal map modelling and morphological analysis are adopted to digest stakeholders and experts’ information about the future and give origin to contrasting and meaningful scenarios describing plausible future. These scenarios are then adjusted and validated by stakeholders and experts, who then elicit their best quantitative estimates for coherent combinations of input parameters for the mathematical programming model under each scenario. These sets of parameters for each scenario are then fed to the mathematical programming model to obtain optimal solutions that can be interpreted in light of the meaning of the scenario. The proposed methodology has been applied to a case study involving HHR planning in Portugal, but its scope far extends HHR planning, being especially suited for addressing strategic and policy planning problems that are sensitive to input parameters.

Role of Demographic, Cognitive, Social Factors and Personality Trait on Treatment Modality Related Decision Making: A Conceptual Framework

Purpose: Understanding individual’s treatment modality related preference and choice-behavior is prerequisite for equitable distribution of community medicine and Health Human Resource planning. Standard models emphasize on demographic determinants and need-based perception, loosely incorporating social affecters, cognitive components and personality trait. This study addresses these factors separately and integrates into a statistically valid model. Methodology: Cross sectional study with sample size n=300 and 30 point questionnaire. Items are treated with exploratory factor analysis and regressed with preference and choice. Maximum likelihood estimates led to a path model. Results: 40.3% prefer CAM and 51.3% used it in last 12 months. Male, people with higher education, low disease burden and making decision in-group, choose CAM and believe Conventional Medicine has side effect, CAM cures all disease, cheaper and usage along-with Conventional Medicine, is better. Extraversion has positive (B=0.693,p<0.001), Conscientiousness (B=-.306,p<0.001) has negative effect on CAM usage. The integrated model shows 12 months usage score has strong negative prediction to stated CAM preference, whereas cognitive component is strongest predictor of CAM preference and conscientiousness acts negatively on choice and preference. Disease burden acts as need factor and social effect as external influence over CAM preference. Conclusion: Separately, demographic, cognitive, social factors, disease burden and personality traits influence treatment decision but the integrated path model shows factors act differently on preference and choice behaviour and also at different levels. This understanding will contribute to modify the existing conceptual models of healthcare utilization, facilitating the healthcare strategic planning and distribution system, related to health human resource management

Role of Demographic, Cognitive, Social Factors and Personality Trait on Treatment Modality Related Decision Making: A Conceptual Framework

Purpose: Understanding individual’s treatment modality related preference and choice-behavior is prerequisite for equitable distribution of community medicine and Health Human Resource planning. Standard models emphasize on demographic determinants and need-based perception, loosely incorporating social affecters, cognitive components and personality trait. This study addresses these factors separately and integrates into a statistically valid model. Methodology: Cross sectional study with sample size n=300 and 30 point questionnaire. Items are treated with exploratory factor analysis and regressed with preference and choice. Maximum likelihood estimates led to a path model. Results: 40.3% prefer CAM and 51.3% used it in last 12 months. Male, people with higher education, low disease burden and making decision in-group, choose CAM and believe Conventional Medicine has side effect, CAM cures all disease, cheaper and usage along-with Conventional Medicine, is better. Extraversion has positive (B=0.693,p<0.001), Conscientiousness (B=-.306,p<0.001) has negative effect on CAM usage. The integrated model shows 12 months usage score has strong negative prediction to stated CAM preference, whereas cognitive component is strongest predictor of CAM preference and conscientiousness acts negatively on choice and preference. Disease burden acts as need factor and social effect as external influence over CAM preference. Conclusion: Separately, demographic, cognitive, social factors, disease burden and personality traits influence treatment decision but the integrated path model shows factors act differently on preference and choice behaviour and also at different levels. This understanding will contribute to modify the existing conceptual models of healthcare utilization, facilitating the healthcare strategic planning and distribution system, related to health human resource management

Kesiapan Sumber Daya Manusia Kesehatan dalam Menghadapi Masyarakat Ekonomi Asean (MEA)

Health Human Resources are the backbone of the health care efforts face an increase in the number and proportion of productive age population and the elderly in the future mendatang.Terutama in the face of the Asean Economic Community. Health Human Resources, aims to produce human resources that develop and update health science and technology in the field of health promotion. HRH able to identify and formulate solutions development and management of health human resources through research, develop / improve the performance of professional indicated by the sharpness of the analysis of health problems, formulate and advocate for programs and health policies for the development and management of health human resources.

Regulação da formação de especialistas: inter-relações com o Programa Mais Médicos

Resumo Até recentemente, inexistiam políticas indutoras da formação de especialistas voltadas ao SUS. Um marco foi o Programa Nacional de Apoio à Formação de Médicos Especialistas em Áreas Estratégicas - Pró-Residência, criado em 2009. Com o lançamento do Programa Mais Médicos pela Lei nº12.871/2013, novas estratégias se configuraram para aprimorar a regulação da formação de especialistas. Este artigo pretende discutir as políticas de regulação da abertura de vagas de residência médica a partir do Pró-Residência e abordar mudanças apontadas pela Lei nº 12.871/2013, como a universalização das vagas com ênfase para Medicina de Família e Comunidade. Foi realizada pesquisa bibliográfica com análise documental, além de estudo quantitativo. Os resultados evidenciam efeitos positivos de políticas públicas no número e distribuição de vagas de residência médica com a duplicação destas entre 2009 e 2014, aumento mais expressivo nas regiões Norte e Nordeste, além do surgimento de especialidades antes inexistentes nessas regiões. Novos desafios se colocam para expandir a residência com velocidade e qualidade necessárias, como a melhoria de ferramentas para a gestão de recursos humanos em saúde, com expansão e qualificação da preceptoria e campos de prática para formação.

R.5. Workshop: Health workforce governance and integration

Background Health workforce governance is increasingly recognized as a burning policy issue and focused on workforce shortages. Yet the most pressing problem is to solve maldistributions through governance and integration. Poor management of health human resources is relevant on all levels and areas of governance. Including, for instance, regional and international imbalances in the health workforce reinforced by austerity agendas, inefficient distribution of skills and tasks within and between professions, and lack of integration of women doctors in leadership positions and some specialties. …

Learning from Rural Health Innovation

You know that you're Canadian (or, presumably, Australian, Russian or Brazilian) if you measure distance in hours, not miles, or so the saying goes. The vast distances in sparsely populated landscapes represent substantial challenges for the effective delivery of high-quality care. Resources, specialized care and connections that are readily available in urban areas are in short supply. But kayaks, snowmobiles and canola are by no means the only innovations to be inspired by the needs of rural Canada. Many creative solutions to healthcare challenges have also emerged beyond big cities. New models of team-based collaborative care, expanded scopes of practice and imaginative uses of telehealth technology to deliver specialized care are just a few examples. There are rich opportunities for sharing innovations and spreading best practices from community to community. Over time, a number of these innovations have also influenced care in urban settings. For instance, telehealth, once seen as a tool to be used in remote areas, is increasingly common in communities of all sizes, sharing specialized expertise between city-centre hospitals, helping those who are homebound to get the care that they need and more. This issue of Healthcare Policy/Politiques de Sante has a number of papers that focus on health in rural settings, but their findings are relevant in a range of contexts and challenges – access to care, appropriate program planning and effective health human resources management. Other papers are also broad-based, with findings that can be applied across a number of settings. Michael Law discusses the implications of approaches to generic drug pricing; Clare Liddy and colleagues address practice facilitation programs and Mohammed Al-Hamdani presents the results of new research into plain packaging for cigarettes, to name just a few. I hope that you will find much food for thought, as well as inspiration for policy and practice improvement, in the journal's pages.

The Canadian Society of Cardiac Surgeons Perspective on the Cardiac Surgery Workforce in Canada

As the professional society representing cardiac surgeons in Canada, the Canadian Society of Cardiac Surgeons (CSCS) recognizes the importance of maintaining a stable cardiac surgical workforce. The current reactive approach to health human resource management in cardiac surgery is inadequate and may result in significant misalignment of cardiac surgeon supply and demand. The availability of forecasting models and high quality, consistent data on productivity, workload, utilization, and demand is a prerequisite for our profession's capacity to predict and plan for changes in health human resources. The CSCS recognizes that improved workforce management is a key component to providing optimal cardiac surgical care for Canadians in the future and has developed the recommendations in this document as a call to action to interested stakeholders and policymakers to bring substantial improvements to health human resource management in cardiac surgery.

The Changing Workforce, Workplace and Nature of Work: Implications for Health Human Resource Management

We cannot ensure timely access to care without having the right providers and support services in place all along the patient journey – not just the surgeons but the whole team of professionals in our hospitals, in rehab and home care and behind the scenes in planning, sharing information and keeping the workforce healthy and productive. – Michael Decter, Chair, Health Council of Canada (June 2005)

Shaping the health future in Turkey: a new role for human resource planning.

The expanding health needs and expectations of a growing and changing population in Turkey are placing new pressures on a health system that is increasingly financially constrained. These pressures are bringing into sharp focus the need to take radical approaches to the organization, planning and management of the health sector; and, in particular, in the planning and management of health human resources. Issues of effectiveness, efficiency and value for money are increasingly becoming the central issues for the 1990s and beyond. The article examines the development of the Turkish health system. Within a framework of health care reform proposals emerging from a major development project in the Ministry of Health itself, the text explores current initiatives and future needs in developing human resource planning if the health care reforms are to be successful in meeting the health needs of the population.