Methods Of Remuneration Research Articles

How is carious pulp exposure and symptomatic irreversible pulpitis managed in UK primary dental care?

To investigate attitudes and approaches of UK primary care dentists to carrying out vital pulp treatment (VPT) after carious exposure and with additional signs and symptoms indicative of irreversible pulpitis. An electronic questionnaire was openly distributed via publicly funded (NHS) local dental committees, corporate dental service-providers, professional societies and social media. Principally NHS practitioners and those from mixed and private practice were targeted, in addition to community and military dental officers, and dental therapists. Participants were asked questions relating to several clinical scenarios, with responses analysed using descriptive statistics. χ2 tests with sequential Bonferroni correction were used to explore variables including the method of remuneration, practitioner type (dentist/therapist), postgraduate qualification(s), place of graduation and years since qualification. Variables with a relationship p≤.2 were selected for backwards likelihood ratio logistic modelling. In total, 648 primary care practitioners were included for analysis. Calcium hydroxide (CH) was most frequently used for direct pulp caps (DPCs) (398/600; 66.3%) with calcium silicate cements (CSCs) less frequently used (119/600; 19.8%). Rubber dam was used by 222/599 (37.1%) practitioners. A definitive pulpotomy for the management of teeth with signs and symptoms indicative of irreversible pulpitis was selected by 65/613 (10.6%) dentists. The principal barrier for the provision of definitive pulpotomies was a lack of training (602/612; 98.4%). Regression analysis identified NHS practitioners as a good predictor for using CH for DPCs, having shorter emergency appointments, limited access to magnification and not using rubber dam. Non-UK graduates were more likely to select CSCs, appropriately control pulpal haemorrhage, undertake appropriate postoperative evaluation and use rubber dam. Practitioners deviated from evidence-based guidelines in a number of aspects including material selection, asepsis and case selection. A number of other challenges exist in primary care in providing predictable VPTs, including lack of time and access to magnification. These were most evident in NHS practice, potentially exacerbating existing social health inequalities. Possible inconsistencies in the UK undergraduate curriculum were supported by a lack of association between years since qualification and technique employed as well as the fact that non-UK graduates and dentists with postgraduate qualifications adhered more to evidence-based VPT guidelines.

Medical Malpractice Liability in the United States of America in the Light of the 19th Century Origins of the American Legal System

The American model of medical malpractice liability has been the subject of lively public and scientific debate for years. This system is characterized by a large number of lawsuits against doctors and very high damages awarded in such cases. In turn, these phenomena contribute to the occurrence of so-called medical malpractice crisis. It seems that an important place in the proper understanding of the American model of physicians’ liability for medical malpractice may be the historical analysis of legal norms regulating this matter. The text claims that the modern specificity of the system of liability for medical malpractice is closely related to the development of American law in its formative period in the nineteenth century. The article indicates four features of the legal system developed at that time, which today are identified as responsible for a large number of lawsuits and high compensation in malpractice trials. These include, in particular, linking medical liability to the tort law regime, domination of the civil law dimension of liability for medical errors, the role of the jury in lawsuits for medical malpractice, and the method of remuneration of attorneys in such cases.

The management of deep caries in UK primary care: A nationwide questionnaire-based study.

To investigate current approaches and attitudes towards the management of deep caries in primary dental care within the United Kingdom (UK). Open distribution of an electronic questionnaire survey was undertaken to primary care dental professionals working in publicly funded National Health Service [NHS], privately funded, military and community dental services. Demographic variables investigated included the following: place of qualification, method of remuneration, level of restorative training, materials available, years qualified, appointment length and clinician type. Management variables focussed on case-based scenarios. Univariate analyses of responses to questions were undertaken using χ2 tests with sequential Bonferroni correction. Variables with a statistical relationship of p≤.2 were selected for binary logistic regression modelling. A total of 657 responses were received. Practitioners with formal postgraduate qualifications (PGQ) were more likely (OR, 95%CI) to undertake further tests to aid diagnosis including: gaining a patient history (1.80, 1.01-3.20), periapical radiography (1.43, 1.01-2.03), cold pulp testing (2.079, 1.46-2.97) and electric pulp testing (1.65, 1.02-2.65). Rubber dam was infrequently used for deep caries management (29.2%). Non-NHS practitioners were much more likely to use rubber dam (3.40, 2.15-5.37), as were those that had completed PGQ (2.24, 1.48-3.38). Non-selective caries removal was used in deep caries by 41.4% of practitioners. Indirect pulp caps were carried out by 56.7% of practitioners. NHS practitioners were more likely to place calcium hydroxide (3.74, 1.97-7.15), whilst non-NHS practitioners were more likely to place calcium silicate cements (CSCs) (3.303, 1.71-6.38) as were non-UK graduates (5.63, 2.47-12.86) and those with PGQ (2.12, 1.17-3.87). This UK survey highlights significant variation in the management of deep caries. There is lack of consensus regarding the use of a standard systematic approach to diagnosing disease, with a reliance on history and tests with poor specificity. Non-selective caries removal for managing deep carious lesions remains common, with low rubber dam compliance underlining a lack of asepsis. Notably, a significant number of practitioners placed indirect pulp caps, but CSCs and GIC were not commonly used. At present, although clear guidelines are available this is not translating into consistent management approaches in practice, suggesting that better dissemination of current treatments is essential to undergraduate and postgraduate groups.

Lavoro agile emergenziale tra obblighi di tutela della persona ed esigenze dell’impresa

The need to contain the pandemic in the past year has given a formidable boost to the use of human resources in a smart way. Companies have had the opportunity to employ their employees by derogating from the rules defined in Law 81/2017. The emergency discipline has introduced a simplification that has apparently facilitated the use of remote work performance, leaving the structure of responsibility for companies unchanged. This extraordinary opportunity to experiment with the agile way of working has led companies to use their human resources remotely without a precise risk analysis, without adopting adequate security measures, without regulation on management, disciplinary and control power. Smart working was used as a business continuity tool, but according to Istat, the Italian labor market has experienced a drop in productivity, a drop in efficiency, as well as negative consequences on the interpersonal relationships of workers. The study intends to examine how, during the use of smart working, extensive employer obligations to protect the physical and moral personality of employees persist and the need for an adequate risk assessment that allows the preparation of timely information on the health risks and on the processing of personal data. The need to protect companies, personal data being processed and secret company data in the case of smart working suggests adopting an organizational system that develops new methods of remuneration linked to the achievement of objectives and that allows effective and efficient internal disciplinary control. on the worker and on the activities so as to allow, in the most serious cases, the possible intervention of the police with computer search tools. The final reflections analyze the need / opportunity to organize the use of smart working in a uniform manner within the company, enhancing the potential of smart contracts via blockchain to protect employers' needs for accountability.

АНАЛІЗ СИСТЕМ МАТЕРІАЛЬНОЇ МОТИВАЦІЇ ПРАЦІВНИКІВ

The article reveals the theoretical issues of analysis of material motivation of staff. The necessity of carrying out the systematic analysis of material motivation of workers at research of productivity of work of the personnel and efficiency of activity of the enterprise is substantiated. It is determined that motivation, which is an important factor in increasing staff productivity, will not be effective without meeting the material and living needs of employees. The main tasks of the analysis of motivation of the personnel of the enterprise are allocated, among which: research of a condition and efficiency of the operating system of motivation of work; assessment of the effectiveness of incentives for enterprise personnel; development of a system of actions (motivational mechanisms) to solve certain problems; analysis of reducing staff turnover, increasing productivity. The main factors influencing the formation of the system of material motivation of work are singled out. It is recognized that the main role in the material motivation of labor belongs to wages, as the main form of income of employees. It has been proven that bonuses are one of the effective factors in increasing the material incentives for employees. In order to implement in the practice of domestic enterprises new approaches and areas of analysis to improve productivity, methods of material motivation of staff and experience in forming a system of motivation in foreign companies are studied in detail. Among the systems of remuneration that provide material rewards for improving work efficiency, the essence of the following methods was studied: the Scanlon method, the Raker system, the "Improved Productivity sharing" method, which are successfully used by US companies. In these methods, bonuses are distributed either evenly among employees or in proportion to the time worked or the amount of remuneration. It is confirmed that the practical use of the proposed methods of material motivation in the analysis of labor efficiency will make practical recommendations on forms and methods of remuneration and incentives that would promote employee interest in productive labor, and generally ensure the effective functioning of the enterprise.

Determinants of Academic Staff Turnover Intention in case of Bonga University

In Academic Staff retention is one of the challenges facing several University in both the developed and developing countries of the world. The purpose of this study is to investigate the determinants of Academic Staff Turnover Intention in case of Bonga University. The study measured determinants and its relation with Turnover intention in the Bonga University. The sample consisted of 157 respondents’ selected based on random sampling procedure. Primary data were collected by using 5-point Likert scale questionnaire. The result of the study showed that determinants; External factors have strong influence on Academic Staff Turnover Intention and weak impact with personal and Internal factors to Turnover Intention at Bonga University. The correlation results indicate that there is a positive correlation between the determinants and Turnover Intention. The results of the regression test showed that External factors have significant on Turnover intention. Thus, the determinants affect turnover intention that have not improve in order to maximizing academic programs and working conditions, working with city administration in order to facilitate better living and recreation centres, solving house problem staff and facilitating good education for children. The prevalence of academic staff intending to leave was found to be moderate and as a result, Before the intention is going to high rate take action in order to fill gaps of external factors the result presented and there should be staff retention mechanisms in place to improve the work environment and remuneration methods to retain senior and skilled academicians. Generally, based on the above findings the researchers were forward the possible recommendation and future research direction.

Determinants of Academic Staff Turnover Intention in Case of Bonga University

Academic Staff retention is one of the challenges facing several University in both the developed and developing countries of the world. The purpose of this study is to investigate the determinants of Academic Staff Turnover Intention in case of Bonga University. The study measured determinants and its relation with Turnover intention in the Bonga University. The sample consisted of 157 respondents’ selected based on random sampling procedure. Primary data were collected by using 5-point Likert scale questionnaire. The result of the study showed that determinants; External factors have strong influence on Academic Staff Turnover Intention and weak impact with personal and Internal factors to Turnover Intention at Bonga University. The correlation results indicate that there is a positive correlation between the determinants and Turnover Intention. The results of the regression test showed that External factors have significant on Turnover intention. Thus, the determinants affect turnover intention that have not improve in order to maximizing academic programs and working conditions, working with city administration in order to facilitate better living and recreation centres, solving house problem staff and facilitating good education for children. The prevalence of academic staff intending to leave was found to be moderate and as a result, Before the intention is going to high rate take action in order to fill gaps of external factors the result presented and there should be staff retention mechanisms in place to improve the work environment and remuneration methods to retain senior and skilled academicians. Generally, based on the above findings the researchers were forward the possible recommendation and future research direction. Keywords: Turnover Intention, Personal factors, Internal factors, External factors, Academic Staff DOI: 10.7176/RHSS/10-5-05 Publication date: March 31 st 2020

Determinants of Academic Staff Turnover Intention in Case of Bonga University

Academic Staff retention is one of the challenges facing several University in both the developed and developing countries of the world. The purpose of this study is to investigate the determinants of Academic Staff Turnover Intention in case of Bonga University. The study measured determinants and its relation with Turnover intention in the Bonga University. The sample consisted of 157 respondents’ selected based on random sampling procedure. Primary data were collected by using 5-point Likert scale questionnaire and interview with Human Resource Director of University. The result of the study showed that determinants; External factors have strong influence on Academic Staff Turnover Intention and weak impact with personal and Internal factors to Turnover Intention at Bonga University. The correlation results indicate that there is a positive correlation between the determinants and Turnover Intention. The results of the regression test showed that External factors have significant on Turnover intention. Thus, the determinants affect turnover intention that have not improve in order to maximizing academic programs and working conditions, working with city administration in order to facilitate better living and recreation centres, solving house problem staff and facilitating good education for children. The prevalence of academic staff intending to leave was found to be moderate and as a result, Before the intention is going to high rate take action in order to fill gaps of external factors the result presented and there should be staff retention mechanisms in place to improve the work environment and remuneration methods to retain senior and skilled academicians. Generally, based on the above findings the researchers were forward the possible recommendation and future research direction. Keywords: Turnover Intention, Personal factors, Internal factors, External factors, Academic Staff DOI: 10.7176/EJBM/12-7-05 Publication date: March 31 st 2020

Análisis del sistema de arranque en negro en la República Dominicana

República Dominicana es un país con un sistema eléctrico vulnerable, por ello las fallas son recurrentes y las pérdidas parciales y totales del sistema son una consecuencia latente en las últimas décadas, siendo el tiempo de restablecimiento el factor de mayor importancia en estos eventos. Por otro lado, la República Dominicana se encuentra en la trayectoria de los huracanes, por lo que la red eléctrica del país se ve amenazada en la temporada ciclónica. Ante esta situación, este país no cuenta con un esquema que permita restablecer el sistema en caso de que algún fenómeno o evento natural ocasione una falla en el suministro eléctrico. En el presente documento se plantea un método de remuneración y un esquema para el restablecimiento del sistema de forma rápida y eficaz; esto se logra conociendo los puntos vulnerables del sistema, las generadoras con la capacidad de realizar el servicio de black-start y con la ayuda de herramientas de simulación para estimar el tiempo de respuesta del sistema. Para la realización de este programa se plantea la situación actual del sistema y se compara con países similares que tengan un sistema de restablecimiento óptimo, analizando las maniobras y variables tomadas en cuenta para su realización. Adicionalmente, se plantea el impacto de este algoritmo en los ámbitos económico, social, legal, técnico y ambiental evidenciando el antes y después del sistema eléctrico dominicano con la implementación de la propuesta, además de observarse los ahorros financieros que tendría el Sistema Eléctrico Nacional Interconectado (SENI) al implementar dicha metodología.

A comparative evaluation of the publications of French public teaching hospitals from 2004 to 2014

Care, teaching, and research are all priorities of the French public teaching hospitals. In 2004, the remuneration method evolved from a global endowment to a fee-for-services system, based on the use of bibliometric tools. These were used in the present study to describe the research patterns of public teaching hospitals in regards to care and teaching activities. The present study was based on data from the 32 French public teaching hospitals, between 2004 and 2014. Records concerning the publications number, hospital stays, full-time equivalent (FTE) practitioners, and residents per FTE physician were accessed. Statistical analyses were performed using means, Pearson correlation coefficients, and regression lines. The mean number of publications per FTE physician was 0.73, the mean number of hospital stays per FTE physician was 235.8 and the mean number of residents per FTE physician was 0.63. There was a moderate positive correlation between the number of publications per FTE physician and the number of residents per FTE physician (R=0.53) and a negligible correlation between the number of residents per FTE physician and the number of hospital stays per FTE physician (R=0.12). There was a low negative correlation between publication numbers per FTE physician and the number of stays per FTE physician (R=-0.41). All public teaching hospitals presented different patterns in terms of care, teaching, and research activities. None of the 32 hospitals performed well in all three activities. Only nine performed well in at least two out of the three missions.

Air transport processes. Remuneration of pilots

Aviation is one of the leading industries in developed countries. The development of aviation is directly related to the strategic interests of any state. The development of market relations in this area presupposes the development and improvement of the methods of stimulating labor, the remuneration of employees of airlines, primarily of the flight crew. The airlines efficiency is largely dependent on the policies in the field of remuneration. Wages are an important incentive for the effective work of the airline, but at present the methods of remuneration of flight personnel in many companies do not fully meet present-day requirements. The article sets out major forms and systems of remuneration of flight personnel. Need to improve the wage system and to stimulate flight personnel has been emphasized. The author offers practical solutions to upgrade this system.

Demand Response and Distributed Generation Remuneration Approach Considering Planning and Operation Stages

The need for new business models to replace existing ones, soon obsolete, is a subject often discussed among researchers in the area. It is essential to find a practical solution that includes the concepts of demand response and distributed generation in the energy markets, these being the future of the electricity grid. It is believed that these resources can bring advantages to the operation of the system, namely increasing technical efficiency. However, one of the problems is the aggregation of small resources as a result of the associated uncertainties. The authors propose a business model with three main phases used in planning: optimal scheduling, aggregation, and remuneration. In this paper, a new phase was added, the classification, with the main purpose of assisting the aggregator of these small resources in operating situations. The focus is on the fair remuneration of participants in the management of the market, in addition to minimizing operating costs. After testing four different remuneration methods, it was proved that the method proposed by the authors obtained better results, proving the viability of the proposed model.

Risk adjusted capitation is the basis for general practitioners' renumeration

The health care renumeration poses a great challenge for both politicians and policymakers. During the beginning of the 1990s, following the end of communism in Hungary, the reform of health care began with the introduction of the primary health care (PHC), specifically with general practitioner (GPP)/family medicine (FM) care. The basis of the renumeration was the age-adjusted capitation built upon the free choice of doctors, while social security renumeration was built on a mixed system. Several pros and cons have been highlighted, but the underlying principle has proved to be simple and effective. Comparison of the European and Hungarian characteristics, analysis of data in the present patient care report as well as in the years preceding the release of the aforementioned document, these confirm that the method of capitation-based remuneration is a fundamental, easy, and unmanipulable method. It places minimal weight on social security and comes with little costs. Orv Hetil. 2019; 160(27): 1057-1063.

Impact of Remuneration on Motivation: A Study of Acwell Engineering (PVT) LTD Sri Lanka

Remuneration appears to be a consequential factor which sways the performance and motivation of the employees of an organization. There are variegated kinds of remuneration policies in disparate organizations. This research anatomizes the remuneration methods and policy of Acwell Engineering (PVT) LTD and how it is influencing the motivation of the employees, and it empirically studies the association between these two variables. Remuneration can be pigeonholed into two parts that is financial and financial remuneration. In addition Chi square, Spearman’s correlation, Pearson’s rank correlation, econometric modeling and paired samples t test has been used for the empirical analyses. According to the empirical analysis it has been divulged that employee’s motivation of Acwell Engineering (PVT) LTD is dependent upon the remuneration methods. This research is hinge on both primary and secondary data. Questionnaire which is powered by Google forms is being used as a primary data collection method. However the other data are secondary data. According to the research it has been divulged that since employee’s motivation is swayed by remuneration methods. Acwell Engineering (PVT) LTD has to improvise its remuneration policy and procedures without removing the current remuneration methods.

Board Diversity in Banks

The purpose of paper is to explore the diversity of bank boards as an innovative tool to reduce the effects of the global crisis and as a beginning of long-term sustainable development. The expectations from the diversifying boards are mainly related to improving the quality of decisions, methods of risk management and remuneration of executive directors. The recommended character within the EU for diversity in boards by profession, nationality and gender passed into national policies and corporate practices in the case of Bulgarian banks. The results of the paper reveal that board diversity in Bulgarian banks exceeding those of the EU. The diversity on profession is predominantly; the diversify on nationality has lowest dynamics due to the subordination of Bulgarian banks in European banking groups; and the gender diversity is easiest to measure and difficult to prove motives for diversification. In parallel with the introduction of a diversity of boards, which is acceptable to study, is put the issue of economic and social effects of diversity on the boards.

The Impact of ESG Investment, How Company and University can Collaborate to Realize It with Local Innovation

Abstract Objective: The World Commission on the Environment and Development defines as sustainable development that which can satisfy “the needs of the present without compromising the possibility of future generations to satisfy their own”. The attention to the issues of the environment, of the circular economy, of the ageing of the population is becoming a way to attract the curiosity and then the interest of the consumers with more and more awareness. Socially responsible finance is no longer a niche issue, so investing an ethical model must become a standard for both international and territorial realities. Methodology: The “myth” of low yields would seem debunked, because the companies that introduce Social, Environmental and Governance criteria have an excellent reputation and do not aim to opportunistic gains in the short, but sustainable results in the long run. An undeniable advantage for all the stakeholders and for the planet itself needs to be added; human resources valorization, equal opportunities, efficient exploitation of natural resources and reduction of pollution produced are just some of the positive results deriving from this new business philosophy. For this reason a new obligation on the commitment of the companies regarding the environment is needed, while for all the corporate summits bonuses and compensations must be rethought according to the objectives of environmental and social sustainability. In the past such commitments were considered by large companies as a further cost, and nowadays they are increasingly becoming an opportunity that even the small economic realities on a territorial level cannot afford to lose. Starting a dialogue, not only with the traditional stakeholders (such as customers and suppliers) direct users of the product value, but especially with the territory given the social impacts deriving from the economic activity on people is necessary. In this respect, it would be particularly fruitful, from the point of view of innovation and growth, to create relations with the institution traditionally identified as the depositary of research itself, that is the University. Findings: ESG (Environmental, Social and Governance) is an acronym that indicates the commitment of companies to the environment, sociability and respect for diversity. These criteria are destined to become, in the near future, one of the most important factors of business success, of investments discrimination, of orientation for big funds policies and of reputation for entrepreneurs and managers. Environmental and Social criteria relate to the real consumption of limited natural resources by an economic activity, and to what it then returns in terms of goods and services to the reference communities. The term Governance means the way in which an enterprise is managed, the relationships that are set up with the employees and the methods of remuneration for the top management. Thus, the ESG index is potentially able to reveal whether an economic activity is sustainable in the medium or long term beyond the financial variables. But how is possible to transpose these values on a territory level? Value Added: We have to look to those who are responsible for the innovation and development of that local reality. Unfortunately, the panorama of business, university and public collaboration is still jagged for a deep lack of relations between these different actors. At the same time, technological evolution imposes increasingly tighter rhythms to innovation, forcing companies to find out the R&D function by drawing on university research or acquiring from innovative start-ups. These new companies, often born as university spin-offs, however, encounter many difficulties of development related to the scarcity of capital and therefore to the impossibility of embedding the value created within a patent. It is therefore appropriate that the two main operators of this market, universities and companies, find a way to communicate and collaborate on a common project, creating value and bringing welfare not only to their respective realities, but also to the whole community of the territory interested in the sign of ESG ethic. Recommendations: For this reason it is important to take part in the projects in ethical ESG companies that, relating to the university and the territory, can guide innovation towards a horizon of welfare distributable among all stakeholders. A meeting point between all interests in the game could be a shared Hub where, through a contract, the modalities of collaboration will be established and the common objectives pursued; in this way the university will have the funds for the research, the enterprise – a targeted innovation for its purposes and the territory for new employment possibilities for the workers of the sector.

Remuneration of Intra-Group Services: One Size Fits All?

This article deals with the developments regarding the appropriate remuneration method for intra-group services, specifically with the issue whether cost-based methods are the most appropriate method of remuneration.

Gesundes Kinzigtal 4.0 - A new financial model and performance metrics for the delivery of population-based integrated care

Introduction: The integrated care approach of Gesundes Kinzigtal has been in operation for more than 10 years, currently covering a population of about 33,000 people. During this time, the approach resulted in this population being both healthier and less cost-intensive compared to the overall population of the federal state of Baden-Wurttemberg, where the Kinzigtal is located (Pimperl et al., 2016). Cost savings are shared between the Gesundes Kinzigtal management company and the health insurance. A revision of the integrated care contract between the management company and the health insurances introduces a new financial model that grants partial budgetary responsibility to the company and the affiliated general practitioners (GPs) and specialists. Practice change, theory, current status and timeline: The primary and secondary care budget for patients that are members of the integrated care contract is commonly paid to doctors via a doctors’ association (“KV”), but will be shifted to Gesundes Kinzigtal with doctors requesting reimbursement from the company. The new model consists of a simplified accounting procedure (a combination of capitation and sessional payment) and financial incentives for GPs and specialists. At the same time, reimbursement data are transferred electronically, by further integrating practise information systems with the electronic patient record and a specialised accounting database. These data (containing diagnosis and intervention codes) allow for closer monitoring of health spending, and can serve as a proxy for population health, effectively providing a short-term regional health system performance dashboard. The model is currently in its implementation and testing stage, with full operation expected to begin in January 2018. When viewed against the background of a concept of integrated care such as that presented by MacAdam (2008), on the basis of Leutz (1999), Banks (2004) and others, this new model can be seen to shift Gesundes Kinzigtal’s integrated care model from the coordination type towards the full integration type and from the organizational integration level towards system integration. Innovativeness, impacts, sustainability, and transferability: The new financial model constitutes an innovation at least within the German healthcare system, potentially circumventing benefit shifts currently existing between health insurances, doctors’ associations, and doctors. The mixed payment model is expected to both improve cost-effectiveness and patient satisfaction, if implemented right (Barham and Milliken, 2015; Wranik and Durier-Copp, 2009). The performance metrics in combination with the simplified accounting and the financial incentives allow for early detection of cost increases, analysis of their cause and implementation of targeted remedial action, with doctors and the management company acting together on the basis of mutual trust and transparency. The shared-revenue model of the integrated care contract serves as the basis for the new model’s sustainability plan. The model can be transferred in a German context without further changes to framework conditions, and potentially also to other Bismarck-type healthcare systems. Beyond that, the model promises relevant lessons in particular with a view to the performance dashboard and the IT integration.

Academic Staff Turnover Intention in Madda Walabu University, Bale Zone, South-east Ethiopia

AbstractIntroduction: Employee retention is one of the challenges facing several organizations in both the developed and developing countries of the world. Higher education institutions serve as storehouses of knowledge for nurturing the manpower needs of the nation. Higher education institutions are therefore more dependent on the intellectual and creative abilities and commitment of the academic staff than most other organizations. This therefore makes it critically important to retain this cadre of staff. This research was carried out to determine the prevalence of academic staff turnover intention and the factors contributing for it among Madda Walabu University academic staff.Methods: An institution based cross sectional study design was employed. Two hundred and seventeen academic staff were selected randomly and interviewed using a structured self-administered questionnaire. An in-depth interview was carried out on six academic staff. Binary and multiple logistic regression analysis was used using SPSS version 16. To have a more accurate result, triangulation of quantitative findings and an in-depth interview was used. Results: A total of 217 academicians responded to the questionnaire. One hundred sixty four, (75.6%) respondents intended to leave Madda Walabu University and 24.4% of academic staff intended to retain their position or post. A bad work environment (lack of facilities like offices, chairs, internet and toilets) was the most frequently cited reason for leaving (71.3%) followed by 63.4% due to poor management and leadership and 63.4% due to inadequate salary. Academic staff who had worked five or more years in Madda Walabu University were 4.5 times more likely to leave their institution [AOR = 4.5, 95% CI: 1.37, 14.9]. Conclusion: The prevalence of academic staff intending to leave was found to be very high and as a result, Madda Walabu University will be in an alarming state of staff turnover. Before this happens, there should be staff retention mechanisms in place to improve the work environment, management and leadership and remuneration methods to retain senior and skilled academicians.

Evaluating the Completness of Physician Billing Claims: A Proof-of-Concept Study

ABSTRACTObjectivesAn increasing number of physicians are remunerated by alternative forms of payment, instead of conventional fee-for-service (FFS) payments. Changes in physician remuneration methods can to influence the completeness of physician billing claims databases, because physicians on alternative payments may not consistently complete billing records. However, there is no established technique to estimate the magnitude of data loss. This proof-of-concept study estimated completeness of physician claims by comparing them with prescription drug records. We applied the method to estimate completeness of non-fee-for-service (NFFS) and FFS physician claims data over time in Manitoba, Canada.
 ApproachOur method uses information on the date of patient initiation of a new prescription medication, payment method of the prescribing physician, and presence/absence of a physician billing claim prior to the medication initiation date. A billing claim within 7 days of the medication initiation date was defined as a captured claim; if there was no claim in this observation window, it was classified as missed. Our method was applied to annual patient cohorts who initiated a common prescription medication (i.e., anti-hypertensives) between fiscal years 1998/99 and 2012/13. A sensitivity analysis used a 21-day observation window to identify captured/missing claims. Multivariable hierarchical logistic regression models tested patient and prescriber characteristics associated with missing claims.
 ResultsThe cohort consisted of 274, 462 individuals with a new anti-hypertensive prescription medication. A total of 9.2% of the cohort had a NFFS prescribing physician in 1998/99; this increased to 20.2% in 2012/13 (linear trend p-value < .0001). The percentage of NFFS prescribers almost doubled, from 10.0% to 17.8%. The percentage of the annual cohorts with a FFS prescribing physician and a missing claim remained close to 13.0%. However, the percentage of the annual cohorts with a NFFS prescribing physician and a missing claim increased from 15.6% to 23.3% (linear trend p-value < .0001), and was always higher than the FFS percentage. Patient age, sex, and comorbidity and physician specialty and practice location were associated with the odds of a missing claim.
 ConclusionThe percentage of missing claims was higher for patients with NFFS than FFS prescribing physicians, demonstrating the impact of physician remuneration on database completeness. The trend of greater data loss in later than earlier years suggests that completeness of physician billing claims data may be decreasing. Our method can be applied across jurisdictions to compare the impact of physician payment methods on data quality.