Hospital Manpower Research Articles

Philibert de Naillac, Master of Rhodes: 1396‒1421

Philibert de Naillac belonged to the nobility of Berri. He entered the military-religious order of the Hospital and by 1374 held the Commandery of Lureil in the Priory of Auvergne; in 1390 he became Prior of Aquitaine and was due to travel to Rhodes. Apparently in 1395 he again left for Rhodes where, probably on 6 May 1396, he was elected Master. Soon after he led a Hospitaller contingent into the Black Sea and up the Danube to Nikopolis to join a crusade which on 25 September 1396 was defeated by the Turks; Naillac escaped, rescuing Sigismund of Hungary from captivity or death. Subsequently the Hospitallers defended Constantinople and the Morea against the Turks, built the large “Naillac” tower in Rhodes harbour, and in 1406/1407 constructed a castle at Bodrum on the Anatolian mainland opposite Kos. Meanwhile the Hospital’s holy warfare at sea included the semi-piratical corso. Naillac’s administrative tasks and visitations were extensive in both East and West. The Hospital's manpower and money reaching Rhodes were seriously reduced by defections provoked by the papal schism, and in 1409 the Master travelled to Pisa where a council elected a new pope with Naillac guarding the conclave. He continued to work for a settlement and in 1417 he again guarded the conclave at Constance where the schism was largely ended. The schism within the Hospital itself was also slowly eliminated. In 1420 Naillac returned to Rhodes where he held a chapter general which passed important legislation. He died in 1421 after a lengthy rule which, not without some dubious aspects, did much to preserve the Hospitaller order.

Safeguarding nursing homes in a pandemic: lessons learnt and implications for future workforce planning and development.

Introduction: COVID-19 posed formidable challenges to Singapore’s nursing home (NH) sector. Singapore’s swift implementation of non-pharmaceutical interventions, staff management protocols, and rapid rollout of vaccinations and therapeutics successfully limited COVID-19 mortality and morbidity in the sector. Additionally, the pandemic highlighted the need to strengthen workforce resilience in a crisis. In this study, we identify challenges, opportunities and ways forward to inform the NH sector’s preparation for future outbreaks and ensure sustainability of actions. Here, we present findings on workforce capacity and capability-building.
 Methods: We conducted a qualitative study in two parts to characterise the pandemic response in NHs in Singapore: (i) A rapid review of peer-reviewed and grey literature, including media reports, policy documents, and advisories to synthesise the public health measures implemented from Jan 2020 to Jun 2021 and (ii) n=42 semi-structured in-depth interviews with key stakeholders working in the NH, public health, healthcare, and integrated care sectors, with interview data thematically analysed. 
 Findings: The key challenges identified were NH sector reliance on foreign manpower, early introduction of interventions to curb transmission risks that were maintained for longer than restrictions in community settings, and high resource demands to facilitate implementation of and compliance to restrictions. Care staff reported fatigue, fear, and anxiety. Alongside, strict border controls, quarantine measures, and staff segregation policies limited the NH sector’s ability to flexibly respond to manpower attrition. 
 To cope with these challenges, NHs upskilled junior staff and cross-trained non-nursing staff to take on reassigned tasks and built new capabilities across surveillance and testing. Public hospital manpower supported the NH sector with infection prevention and control advice, tele-consultations, and knowledge-sharing on case management and diagnostics. 
 Opportunities for COVID-19 collaboration between the NH sector and health and integrated care agencies were grounded in social capital accumulated over many years of inter-agency partnerships and collaboration. Boundarylessness and open communication between organisations/agencies facilitated timely decision-making, information sharing, and flexible deployment of resources, including additional funding support. 
 Ways forward: Moving forward, findings pointed to the pandemic providing impetus to build a strong local manpower core, invest in schemes to boost competitiveness and attractiveness, consider a review of existing staffing models, and increase resourcing support to enable the NH sector to keep up with policy changes and future demands. Findings also suggested the importance of greater investment into supporting healthier work environments and prioritising staff mental and physical health.

Ethische aspecten betreffende de prioritering van zorg in tijden van Covid-19

Ethical aspects concerning prioritizing care in times of Covid-19 Healthcare providers, patients, policymakers and the public at large face unseen challenges due to the Covid-19 pandemic, including ethical questions that cover the entire healthcare landscape: from the citizen who is subjected to specific prevention measures, primary care and residential care, and intensive care in specialized hospital wards. By consequence, prioritization decisions are made in different places in the healthcare landscape and by various actors. Moreover, different domains within the healthcare landscape may act as communicating vessels. For example, patients who are denied access to Intensive Care Units have to be cared for elsewhere, and the centralization of resources and manpower in hospitals may complicate access to tests, protective equipment or oxygen in primary care and residential care. Furthermore, the postponement of non-urgent care to create capacity for the care for covid patients has a significant impact on non-covid related care. Against this background, the Belgian Advisory Committee on Bio-ethics provides the current recommendations, in which four decision areas are considered: the organization of care, the patient, medical professionals, and care institutions and primary care. The recommendations were endorsed by the Order of Physicians and the Superior Health Council.

Heterotopic heart transplant: relevance as Bio-VAD in emerging economies.

Despite the introduction of mechanical circulatory assist systems in India two decades ago, there has not been their wide usage due to two main reasons: (1) economic-financial unaffordability and (2) lack of social support. There have been a number of significant steps taken by the government and by the media for augmenting awareness for organ donation. A sizeable donor pool in India falls into the category of marginal donors, due to a variety of reasons like geographical distances, lack of rapid transport, suboptimal donor management due to the lack of resources, and trained manpower in hospitals where donor harvest is done. Consequently, the usage of the heart as a donor organ is less than 20% in India. There is a lack of statistical data regarding the usage of heterotopic heart transplants, due to the absence of a registry, since the procedure is rarely performed, and comparative results are difficult to obtain due to different subsets of both donors and the recipients. The original papers by Barnard and Cooper cannot be extrapolated in the modern context, as these publications were in the pre-cyclosporin era. Orthotopic heart transplantation (OHT) is a well-established and commonly utilized procedure for patients with end-stage heart failure. Heterotopic heart transplantation (HHT) is a surgical procedure that allows the graft to be connected to the native heart in a parallel fashion to provide a kind of biological biventricular or univentricular (left ventricular support). It was performed first in human beings by Barnard in 1974 [S, J., 49:, Afr, Med, 1975, 303-12].

The Factors Influencing Educational Requirements on Quality Improvement Activities of Long Term Care Hospital Manpower

The Factors Influencing Educational Requirements on Quality Improvement Activities of Long Term Care Hospital Manpower

Perception and Practice of Health Personnel Regarding Biomedical Waste Management (BMW) in Selected wards of S.C.B. Medical College Hospital, Cuttack, Odisha.

Background: The wastes produced in healthcare especially in hospitals have serious health problems of individuals who directly or indirectly come in contact with this product and it has also hazardous effect on environment if they are not handled properly.Objective: This paper describes the co-relation between perception and practice of health personnel regarding biomedical waste management (BMW) whether the health personnel have some knowledge regarding BMW or not. So to enunciate the perception, a study was therefore undertaken in selected wards of a Medical College Hospital of district Cuttack in the state of Odisha and then we assess the practice of health personnel regarding BMW.Methods: In the study, the researcher adopted Purposive Sampling technique. The study consisted of 90 number of health personnel; doctors, nurses, laboratory technician, waste handler, nursing orderly of 5 major wards like medicine, surgery, obstetrics and gynaecology, operation theatre and regional diagnostic centre at S.C.B. Medical College Hospital, Cuttack, Odisha.Results: The data collected, organized, tabulated and planned to be analyzed using descriptive statistics on the basis of objectives and hypotheses of the study. The analyzed data will be presented in the form of table, diagrams, charts & graphs.Conclusions: We found there is a good proportion of hospital manpower is untrained. Though not poor, the practice of the BMW in the said setting is not good either. The practice of BMW could be enhanced by a training package to different category of personnel considering their level of understanding along with better supervision.

Current status of anesthesia residency in Taiwan: a questionnaire survey.

There are 26 teaching hospitals in Taiwan that provide anesthesia residency training programs (one program per hospital), and only an average of 40 medical graduates are accepted for residency training per year. The aim of this study is to understand how this situation affects the learning and working conditions of anesthesia residents in Taiwan. A self-structured survey was mailed to all 178 anesthesia residents receiving training in Taiwan in April 20, 2012. Survey questions included resident characteristics, working and learning conditions, satisfaction with resident training programs, and reasons for choosing anesthesiology as a career. In addition to descriptive statistics, linear regression was used to test correlation between working conditions and satisfaction with training programs. The survey was completed by 136 residents. Although the residents' expected optimal working time was 54.1 ± 12.2 h per week, their actual working time was an average of 64.0 ± 15.7 h per week. In addition, the workload included managing 4.2 ± 1.3 operating rooms simultaneously. The ratio of working vs. learning time was 2.2 ± 1.1. Less than 40 % of the residents were satisfied with their training in critical care and pain management. Anesthesia residents with heavier workloads and higher ratios of work vs. learning time had significantly lower satisfaction with their training programs, especially with training environments (R (2) = 0.169). General interest in anesthesiology and related work (66.1 %) was the main factor in choosing anesthesia as their career. Anesthesia residents in Taiwan are treated as an integral part of hospital manpower. This may limit the effectiveness of their learning and cause dissatisfaction with their training environment. To improve the current status, anesthesia residents should perform anesthesia in one operating room at a time and some of the anesthesia training hospitals should be suggested for removal.

Correlation between manager’s leadership style and the implementation process of “ mother friendly hospital plan ” in selected hospitals in west of country Iran (kordestan, hamedan and Kermanshah provinces) in 1391.

Correlation between manager’s leadership style and the implementation process of “ mother friendly hospital plan ” in selected hospitals in west of country Iran (kordestan, hamedan and Kermanshah provinces) in 1391.

Efficiency measurement using econometric stochastic frontier analysis (SFA) method, Case study: hospitals of Kermanshah University of Medical Sciences

Background: Full consideration of the performance and efficiency of hospital costs necessitates the application of economic analysis techniques. The aim of this study was to assess the efficiency of hospitals in Kermanshah University of Medical Sciences through Stochastic Frontier Analysis (SFA) method. Methods: The performance of Kermanshah hospitals (n=7) was assessed and analyzed by Stochastic Frontier Analysis (SFA) method during 2005-2011. Inpatient admission was considered as the output variable, while the number of medical doctors, nursing staff other personnel, active beds and outpatient admission were considered as the input variables. Frontier 4.1 software was used to analyze the data. Results: Based on the results of performance evaluation using Cobb-Douglas production function, the mean efficiency score of the hospitals in the SFA method was 0.63. Also, the efficiency capacity in these hospitals could be promoted up to 37 percent. Conclusion: Based on the results of Stochastic Frontier Analysis, downsizing the manpower in hospitals plays a major role in reducing hospital costs and improving their performance. Finally, it is necessary to investigate the effect of factors such as quality of service and patient satisfaction on hospital performance.

Modified Methylene Blue Screening Method for Significant Bacteriuria

Urinary tract infection is common in the tropics especially in third world countries. In most regional laboratories the volume of urine specimens requested for culture and sensitivity are so overwhelming that it poses a great pressure on the laboratory staff and also consumes a lot of reagent. Evidence abound to support the fact that less than 50% of all such specimen are positive hence the need for a screening method that will reduce the large quantity of urine specimen that will undergo culture. The screening for significant bacteriuria will therefore obviate the wastage of materials, reagent, hospital manpower and time. The modified methylene blue screening technique was performed by adding 20 μl of methylene blue stain to 10 ml of well mixed urine sample and allowed to stand at room temperature for 5 minutes before reading the absorbance at 540 nm wavelength against water blank. The absorbance of the sample is compared with that of the cut-off value and those that exceed this value are recorded as being positive for significant bacteriuria while those with absorbance below the cut-off value are recorded as being negative and should not be cultured. The results obtained from the screening technique were compared with semiquantitative urine culture results. A total of 2683 samples were assayed, among this 984 (36.68%) had absorbance above the cut-off value and so were recorded as being positive for significant bacteriuria whereas 1699 (63.32%) had absorbance below the cut-off value and were recorded as being negative for significant bacteriuria. When compared with the semiquantitative culture, a total of 933 (34.85%) had isolates with significant bacterial growth of ≥105 CFU/ml while 1748 (65.15%) had either no bacterial growth or non-significant bacterial isolates. The technique showed a sensitivity of 94.82% and a specificity of 97.17%. The difference in significant bacteriuria between the urinary screening technique and culture isolate was statistically significant (p<0.05). We present our technique for further study while we advocate their adoption in clinical laboratories especially in poor resource setting in developing countries.

English

The purpose of this study was to evaluate of the relationship between social capital and manpower&rsquo;s burnout in teaching hospitals of Iran. This study was a cross sectional study conducted in the teaching hospitals of Tehran University of Medical Sciences in the year 2011. The target population of the study was manpower in hospitals of Tehran University of Medical Sciences. A total number of 320 manpower were selected as sample of the study. The data collection tools were two questionnaires that their validity and reliability had been measured in previous studies. After completing the questionnaire, using appropriate statistical software SPSS16 statistical analysis was performed based on the type of variables (T-tests, Pearson correlation and regression analysis). There was a significant relationship between social capital and female manpower&rsquo;s burnout; and the level of inverse correlation between the two variables were moderate (r=-0.257). In general, all five dimensions of social capital in the study hospitals, had a significant inverse relationship with burnout (P&lt;0/001). Regression analysis showed that the five dimensions of social capital explain 0.101% of burnout variance. The most important factor, which its influence is more than other factors, is the diversity of social interaction and friendships dimension. &nbsp; Key words:&nbsp;Social capital, manpower&rsquo;s burnout, teaching hospitals.

Field survey of dental manpower in Taiwan's hospitals

In Taiwan, dental manpower in hospitals plays an important role in dental education other than clinical service. Questionnaires, as well as a field survey, were conducted to understand the situation of dental manpower in 2007 and 2008. During the period from 2007 to 2008, questionnaires about dental administration, clinical dental practice, dental education, dental manpower and dental facilities were mailed to the dental departments of 165 hospitals located around Taiwan; 134 completed the questionnaire and mailed it back. The field survey was also carried out by visiting hospitals, to collect and gather information at the local level. There were 102 hospitals within the 134 hospitals which accepted the field survey; the rate was 62.0%. In 2008, the number of dentists working in the hospitals was 1,421, which was approximately 13% of the number of total dentists in Taiwan (9672). Within the 1,421 dentists, 675 were attending staffs and 745 dentists were training residents. Within the 675 attending dentists, 510 (75.6%) had dental specialist certificates and 272 (40.3%) had teaching positions in dental schools. There were 382 dental interns (6(th) year undergraduate students) taking the training programs in hospitals, most of whom were trained in medical centers (342/382, 89.5%). Moreover, there were 888 dental assistants, 338 of whom were nurses and the other 550 were hospital self-trained personnel. Comparing the dental manpower of different types of hospitals in Taiwan, the medical center was the best, followed by the regional hospital and the district hospital was last. When comparing 2008 with 2002, the numbers of both dentists and auxiliary personnel in Taiwan's hospitals increased with years. Although there were still only 13% dentists working in the hospital, they were responsible for teaching young dentists and doing research in hospitals. In other words, the quality of clinical service, teaching, and research in hospitals would influence the development of young dentists.

교대근무 간호사의 피로도가 직무 스트레스와 이직의도에 미치는 영향 -직무 스트레스의 매개효과 검증-

Purpose: This study investigated how shift work nurses' fatigue influences job stress and turnover intention, and how job stress mediates the relationship between fatigue and turnover intention. Methods: As a descriptive research design, the data were collected from 203 shift work nurses in a city. It was analyzed using the SPSS/WIN 14.0 and AMOS 5.0. Results: fatigue and job stress in shift work nurses influenced turnover intention. Job stress worked as a partial mediation between fatigue and turnover intention. Conclusion: It is necessary to reduce fatigue and job stress for reducing turnover intention in strategies of hospital manpower.

Managing burn victims of suicide bombing attacks: outcomes, lessons learnt, and changes made from three attacks in Indonesia

IntroductionTerror attacks in Southeast Asia were almost nonexistent until the 2002 Bali bomb blast, considered the deadliest attack in Indonesian history. Further attacks in 2003 (Jakarta), 2004 (Jakarta), and 2005 (Bali) have turned terrorist attacks into an ever-present reality.MethodsThe authors reviewed medical charts of victims evacuated to the Singapore General Hospital (SGH) Burns Centre during three suicide attacks involving Bali (2002 and 2005) and the Jakarta Marriott hotel (2003). Problems faced, lessons learnt, and costs incurred are discussed. A burns disaster plan drawing on lessons learnt from these attacks is presented.ResultsThirty-one patients were treated at the SGH Burns Centre in three attacks (2002 Bali attack [n = 15], 2003 Jakarta attack [n = 14], and 2005 Bali attack [n = 2]). For the 2002 Bali attack, median age was 29 years (range 20 to 50 years), median percentage of total burn surface area (TBSA) was 29% (range 5% to 55%), and median abbreviated burn severity index (ABSI) was 6 (range 3 to 10). Eight of 15 patients were admitted to the intensive care unit. For the 2003 Jakarta attack, median age was 35 years (range 24 to 56 years), median percentage of TBSA was 10% (range 2% to 46%), and median ABSI was 4 (range 3 to 9). A large number of patients had other injuries. Problems faced included manpower issues, lack of bed space, shortage of blood products, and lack of cadaver skin.ConclusionThe changing nature of terror attacks mandates continued vigilance and disaster preparedness. The multidimensional burns patient, complicated by other injuries, is likely to become increasingly common. A burns disaster plan with emphasis on effective command, control, and communication as well as organisation of health care personnel following a 'team concept' will do much to ensure that the sudden onset of a crisis situation at an unexpected time does not overwhelm hospital manpower and resources.

Probe into the Characteristic and Measure of Hospital Manpower Capital

通过医院人力资本特点的介绍,探讨了医院人力资本会计的作用和三种人力资本会计计量方法,认为人力资本会计已经愈益成为当今人力资本开发和管理的一个重要工具,许多组织纷纷试行人力资本会计核算方法,并取得不少成果,因此值得医院管理者深入探讨。

GPs to produce a strategy for the future Academic staff seek prime minister's help over funding Calman proposals will affect hospital manpower Tobacco companies curb advertising NHS chairmen will have charters Correction

# GPs to produce a strategy for the future {#article-title-2} The General Medical Services Committee will begin to discuss its strategy for the future of general practice at its September meeting. This will be the first stage of the GMSC's response to the government's document Primary Care: The Future (15 June, p 1500). Dr Ian Bogle, who was re-elected unopposed as chairman but said that it would be the last year that he stood, said last week that he and the negotiators planned a weekend meeting to draft the strategy. This would be wide-ranging and cover a definition of core services, contractual options, recruitment, workload, and funding. Welcoming the move Dr Tony Stanton, secretary of the inner London local medical committees, said that the committee needed to debate all the issues urgently. General practitioners' wish to recruit more doctors and reduce list sizes might not be achievable. He did not believe that they wanted to see the hospital service depleted further to pay for additional primary care services. The GMSC has set up a task group to examine how it conducts its business. Dr John Ball will chair the group, and its other members are Dr Lawrence Buckman, Dr John Canning, Dr Grant Kelly, and Dr Fay Wilson. Dr Ball, a former chairman of the GMSC, told the committee that there was a wealth of talent on the committee that was never tapped and he wondered whether concentrating so much work and responsibility on a few people was the right way …

From the Council: Hospital manpower proposals strongly endorsed

From the Council: Hospital manpower proposals strongly endorsed

Housekeeping services: Junior colleges may be source of help for hospital manpower shortages

(1969). housekeeping services: Junior colleges may be source of help for hospital manpower shortages. Hospital Topics: Vol. 47, No. 2, pp. 57-60.