Staff Orientation Research Articles

Public Sector Audit Reforms and Financial Management

Developing economies across the world face high public corruption and weak financial management, and the role of sound audit practices in shaping the narratives is still at the exploring stage in most countries in sub-Saharan Africa. This research explores the nexus between public audit reforms and public sector financial management using survey research design and Nigeria as a case study. Participants in the study were drawn from The Office of the Auditor General of the Federation (OAuGF) Headquarter in Abuja. Agency theory anchored this study and simple descriptive analytics was used in testing the seven hypotheses. The research established that: the recent audit reforms carried out in Nigeria are considered necessary for better public sector financial management; Nigeria’s audit system has a strong connection with public sector financial management; there is a need for the establishment of Federal Audit Service Commission (FASC) in Nigeria; the recent audit reforms will block treasury loot and leakages in Nigerian public funds management; Nigeria needs effective audit laws to wholesomely fight corruption through recent audit reforms; and the recent Nigerian audit reforms embrace integrity, transparency and accountability in the management of public funds. The study makes the following recommendations: there is a need for audit staff orientation and professional development in order to promote their overall productivity and efficiency; there is a need for the establishment of Federal Audit Service Commission (FASC) in order to promote the independence of Nigerian Audit system from executive interferences; Nigeria audit laws should be strengthened to curtail fund leakages, wastages of public property, and promotion of value-for-money expenditures; and the recent audit reforms carried out by the government of Nigeria should be sustained and given all necessary supports in order to achieve the desired results.

Optimising remote health workforce retention: protocol for a program of research

BackgroundNowhere is optimising healthcare staff retention more important than in primary health care (PHC) settings in remote Australia, where there are unacceptably high rates of staff burnout and turnover. Ensuing consequences for the remote health services and the community are acute – staffing shortfalls in clinics; organisational instability; excessive costs associated with frequent staff recruitment and orientation; diminished access to PHC for patients in need; and lack of continuity of patient care; all of which further entrench poor health outcomes for the community. Optimising remote healthcare staff retention is critical in order to provide high quality and continued PHC. Currently, however, there is paucity of knowledge to inform targeted and effective retention strategies in remote health services.This research program seeks to develop a stronger evidence base to understand (i) what retention strategies are effective in improving morale, job satisfaction, intention to remain in the job, and consequent length of service for remote healthcare staff; (ii) how best to ‘bundle’ these strategies for different health workforce groups; and (iii) how these ‘bundles’ work in different service contexts.MethodsThis paper describes a five-year implementation research program in partnership with twelve remote Aboriginal and Torres Strait Islander Community Controlled Health Services (ATSICCHS) in the Northern Territory and Queensland, Australia. Overall methodology follows a participatory action research approach which incorporates co-design and realist elements. The program comprises two broad phases involving evidence consolidation and synthesis (Phase 1), and co-design, implementation, and prospective evaluation of ‘bundles’ of retention strategies (Phase 2) to improve retention of healthcare staff in participating ATSICCHSs.DiscussionThis innovative research program has the potential to develop a comprehensive evidence base required to optimise health workforce retention in remote health services. This new evidence will strengthen understanding of what ‘bundles’ of retention strategies are effective, for which groups of employees, and how they work to improve staff retention.

Investigation of Nursing Errors in Greek Pediatric Hospitals

Background: Adverse events are a prevalent occurrence across pediatric healthcare environments, and patient safety is intricately tied to nursing errors due to nurses’ consistent presence and interaction with patients, which surpasses that of any other healthcare professional. This research sought to explore the factors influencing errors as perceived by pediatric nurses in Greek hospital settings. Methods: Clinical pediatric nurses voluntarily and anonymously completed a specialized structured survey, utilizing the Taxonomy of Error, Root Cause Analysis, and Practice-responsibility (TERCAP) tool, which delineates the circumstances surrounding errors occurring during clinical practice. Results: Among the participants employed in the pediatric department, 80.8% (n = 84) reported experiencing an error at their workplace. Notably, in 48.7% (n = 38) of these instances, the error was attributed to themselves (personal responsibility), while in 78.9% (n = 56) of cases, it was linked to errors committed by other colleagues in the clinic. As reported by participants in pediatric departments, the primary factors contributing to potential error occurrence include the absence or inadequacy of orientation and training for new staff (43.2%), the absence of a standardized protocol for resolving disagreements (39%), insufficient ongoing training (38.3%), and breakdowns in interdisciplinary communication (21%). Conclusions: By classifying errors based on various criteria such as outcomes, processes, cognitive reasoning, ethical considerations, and importance, this study presents a holistic framework for examining pediatric nurses’ errors from diverse perspectives. Through this classification approach, the study establishes a foundation for tailored interventions targeting particular aspects of errors and their root causes in pediatric departments.

Exploring perceptions of pre-clerkship students about workplace learning in the clinical learning environment at Gulf Medical University, UAE

BackgroundMedical students view clinical workplace placements as an inspiring and motivating learning environment where active student participation is pivotal to development of students’ identity. The progress from pre-clerkship to clerkship education harbors many challenges which consist of experiential learning, adjusting to the clinical environment, and understanding roles & responsibilities. Workplace learning is underpinned by various adult learning theories including social theories,constructivism, supported participation and legitimate peripheral participation. Workplace learning course was recently initiated for pre-clerkship students at a medical university in UAE, which will enable their smooth entry into the clerkship phase of the curriculum.ObjectivesThe research aims to explore students’ perceptions of various domains of their clinical learning environment (CLE), highlight the challenges they face, and extract valuable feedback to improve their environment.MethodsThis study was conducted qualitatively by using focus groups method in order to explore students’ perceptions of the clinical learning environment. Two focus group discussions were conducted (n = 8 +/-10) to determine the common challenges of workplace learning and its potential solutions. Data were analyzed using thematic analysis. The approach used to carry out this study was phenomenology, as it helps to understand the learning and behavior of these students who are undergoing this pre-clerkship training in order to transition smoothly to the clerkship phase.ResultThe focus groups helped to deeply explore the perceptions of students about their clinical learning environment. It helped to reveal the challenges encountered by the students including the significance of proper orientation of staff and students, language barrier, availability of learning opportunities, and supervision quality. The focus groups provided worthwhile suggestions to improve the learning opportunities in the clinical learning environment which include orientation of the staff and students what to expect, improved supervision, mentoring and providing learning opportunities to encourage participation.ConclusionThis study attempted to identify the pre-clerkship students’ perception of their clinical learning environment and the challenges they face over there. Possible suggestions by the students included a formal orientation for the staff and students to be carried out at the beginning. Efforts should be made by clerkship directors to provide students with learning opportunities by increasing patient exposure, encouraging participation, and providing high-quality supervision.

Embedding Recovery Principles in Staff Orientation: A New Way of Delivering Multidisciplinary Mental Health Orientation.

Recovery-focused mental health treatment continues to grow, yet staff are often uncertain how best to define and implement it. As a quality assurance activity, we examined the effect of a novel orientation program embedded with a recovery framework structure, philosophy, and content, together with true lived experience codesign, on knowledge of recovery principles and acceptability. Staff of a new sub-acute adolescent mental health inpatient center completed a 6-week orientation in early 2020. Recovery processes of connectedness, hope and optimism, identity, meaning, and empowerment were mapped to session topics and the structure, design, and philosophy of the program. Mean knowledge scores improved from pre- to post-assessment and most (≥70%) participants reported topics as relevant, impactful, and would recommend. Approximately all (95%) comments were positive. Findings suggest that person-centered orientations that embed a recovery framework are promising for mental health staff orientation. [Journal of Psychosocial Nursing and Mental Health Services, xx(xx), xx-xx.].

HUMAN RESOURCE MANAGEMENT IN ISLAMIC SCHOOLS

The purpose of this research is to provide feedback to improve work performance and self-development in educating at Islamic schools. The career development and promotion system is implemented to improve employee skills and achievements so that they can increase self-improvement within an Islamic school institution. This research method is based on library research and collected from various written sources, including magazines, scientific publications, journals and other sources relevant to the research discussed by the author. The research results state that qualifications, recruitment strategies, staff orientation, salary policies, employee regulations, coaching and development, employee evaluation, employee careers and ranks, and welfare are just some of the tasks that make up human resource management in Islamic schools. As well as employee coaching and development is carried out to improve Islamic understanding, personality, pedagogical, professional and social competencies. And employee performance evaluation is carried out based on individual achievements and participation in Islamic school activities so that each educator or teacher can develop and increase the potential of human resources in Islamic school institutions.

Improving medical record completeness at Wallaga University Referral Hospital: a multidimensional quality improvement project

BackgroundAppropriately documented medical records enhance coordination, patient outcomes and clinical research.ObjectiveThe aim of this project was to improve Wallaga University Referral Hospital’s (WURH) medical record completeness rate from 53% to...

Using simulation to introduce students and healthcare professionals to losses experienced by older adults: a pre-post analysis

BackgroundTo introduce students and healthcare professionals to losses experienced by older adults and instill compassion among interprofessional learners, an interactive narrative simulation activity was developed and incorporated in clinical staff orientation and student professional course work. Narrative simulation allows learners to incorporate skills of examination, exploration, sharing, and reflection applied to simulated losses and lived experience of the older adult to promote empathy and understanding. MethodsA pre-post analysis was conducted to evaluate changes in self-reported empathy scores among nurses, pharmacists, student nurses and student pharmacists using the 20-item Jefferson Scale of Empathy©, Health Professional and Health Professional Student versions. The instrument was administered prior to and after narrative simulation participation.ResultsA total of 152 students and 107 health care professionals completed both assessments. Median (interquartile range, IQR) post-simulation scores were significantly higher among nursing professionals [118.5 (112.25, 126.75) versus 126 (117, 132); P < 0.001; effect size 0.81] and nursing students [116 (107, 121) versus 119 (109, 126); P < 0.001; effect size 0.28], as well as pharmacy students [111 (101, 117) versus 116 (107.5, 125); P < 0.001; effect size 0.47]. Although a moderate effect size of 0.7 was observed for pharmacy professionals, there was no difference between pre- and post-activity empathy scores [117 (98, 137) versus 116 (101, 137); P = 0.16] for pharmacists participating in the narrative simulation exercise.ConclusionsA statistically significant change in self-reported levels of empathy, particularly for nurses, nursing students, and pharmacy students, was observed; results of this activity did not suggest a change in pharmacist self-reported empathy levels. This activity could be implemented by educators seeking to increase awareness of losses experienced by the older adult.

Factors that influence locum practice in public and faith-based hospitals in Malawi.

Locum practice is a non-standard form of employment used to address the shortage of healthcare workers in hospitals. In Malawi, the locum practice is used to improvre the availability of healthcare workers and promote continuity of care. Despite this, little attention has been paid to the effective and efficient use of locum practice. To explore the factors influencing locum practices in public and faith-based hospitals in Malawi. Six public and faith-based hospitals in Malawi. An exploratory descriptive design was used in the qualitative strand of this larger mixed-methods study. Data were collected through in-depth interviews with hospital managers (n = 15) and focus group discussions (FGD) with nurses, medical officers, and clinical officers (n = 29). All the interviews were audio-recorded and transcribed verbatim. Thematic analysis was used to analyse the data. Locum practice was characterised by challenges related to healthcare workers working beyond the prescribed hours, a lack of orientation for locu staff, inconsistent locum rates, and delayed payments. The consequences of these challenges are compromised quality and safety of patient care. Locum practice is associated with numerous challenges in both public and faith-based hospitals in resource-limited settings. This could be attributed to the lack of regulation, supervision and monitoring of locum practice. The findings suggest the need for the development and adherence to guidelines and policies for managing locum practice. Further studies could explore measures to retain permanent staff as a way of reducing the demand for locum staff.

Kepemimpinan Altruis dan Reframing Budaya Organisasi Lembaga Pendidikan

The purpose of this study is to find out how organizational reframing creates and maintains the organizational culture of educational institutions. This research uses the Systematic Literature Review (SLR) method with a choice of Preferred Reporting Items for Systematic Reviews and Meta-analyses or PRISMA. On the official PRISMA website. The research results show. The reframing approach is an alternative choice in the midst of various strategies to increase the competitiveness and capabilities of educational institutions. For leaders, human resources should be a valuable asset so their existence must be a concern to be developed and directed towards the goals of educational institutions. Reframing has the goal of being able to change someone for the better. The assumption underlying the reframing technique is that one's beliefs, thoughts, and perceptions can create false emotions. Self-Reframing aims to help people to see problematic situations from a different perspective so that they will be more open to solutions. Maintaining culture may be more difficult than creating. The steps contained in the material can be applied to maintain the organizational culture that has been created so that it is not simply forgotten, namely Staff Selection, Orientation, Job Mastery, Reward and Control System, Adherence to Values, Strengthening the history of the institution, Consistent Example.

Construction of The Evaluation Index System for The Implementation of College Students' Physical Health Promotion Policies in Heilongjiang Province

Background and Aim: Since the 19th National Congress of the Communist Party of China made significant arrangements for the Healthy China strategy, policies for promoting students' physical health have been introduced in a "burst" manner, and the promotion of students' physical health has been increasingly valued and the main objective of this study was Construction of an evaluation system for the execution of policies for promoting students' physical health in universities in Heilongjiang Province. Materials and Methods: The initial indicators of the evaluation system for the implementation of the physical health promotion policy of college students in Heilongjiang Province were selected by using research methods such as literature review, field survey, etc. The evaluation index system for the implementation of the physical health promotion policy of college students in Heilongjiang Province was finally constructed through the mathematical statistics method and the 3 rounds of the Delphi method, and the expert opinions were standardized using the entropy weight method combined with the mathematical statistics method, Calculate the weights of various levels of indicators in the evaluation system for the execution of physical health promotion policies for college students in Heilongjiang Province. Result: (1) The evaluation system for the execution of policies to promote the physical health of college students in Heilongjiang Province consists of 5 first-level indicators, 9 second-level indicators, and 26 third-level indicators. The first level indicator with the greatest weight was executive subject consensus (0.512) and the indicator with the least weight was policy implementation personnel value orientation (0.114). The secondary level indicator with the greatest weight was the material allocation of the physical health promotion policy (0.569) and the indicator with the least weight was the value orientation of executive staff (0.114). 26 third-level indicators and weight coefficients are constructed based on first-level and second-level indicators. Conclusion: The total evaluation system for the execution of policies to promote the physical health of college students in Heilongjiang Province consists are 40 indicators. According to expert evaluation, it was found that the index evaluation system is reasonable, scientific, and rigorous, forming a relatively complete evaluation system for the execution of policies to evaluate the physical health of college students in Heilongjiang Province.

Five core areas to focus infection prevention and transmission risk breaches training based on quarantine staff orientation sessions: A qualitative study

Background &amp; Aim: Breach awareness in relation to types, mitigation, and reporting should be a routine part of infection prevention training. Understanding breaches can reduce risk of disease transmission to staff and communities when contextualized to the infectious disease, environment, and situation. At a large-scale Australian COVID-19 quarantine facility, this study examined the core personal protective equipment and infection prevention breaches new quarantine workers identified during their site orientation to inform future breach training.&#x0D; Methods &amp; Materials: Through the application of a qualitative approach, the project implemented a descriptive thematic analysis to identify the different types of breaches staff presented. An additional summative content analysis method was applied to determine if the breaches staff identified were breaching and if the risk level staff allocated to the breach was mapped to the risk of disease transmission. Data were collected from 30 orientation sessions and included 603 breach risk responses for analysis.&#x0D; Results: There were five core breach areas identified: donning and doffing of personal protective equipment, failure of personal protective equipment or lack of equipment, environmental factors, staff behaviors, and resident behaviors. The breach allocations by staff demonstrated knowledge deficits across health and non-health staff in disease transmission, particularly in the actual level of the risk for transmission.&#x0D; Conclusion: Breaches awareness in relation to types, mitigation and reporting should be a routine part of infection prevention training. The five areas of breaches present an adaptable foundation to base infection prevention breach training for any health facility. When contextualised to the communicable disease, environment and situation, understanding breaches can reduce the risk of disease transmission to staff and communities.

The visibility of research within mandatory National Health Service Trust Induction programmes in England: an exploratory survey study.

Mandatory NHS Trust induction programmes are an integral part of staff orientation processes. Although research is recognised as fundamental to high-quality care, little data exist regarding whether research information is included within hospital induction. Two online national surveys were developed, with the aim of identifying Trusts which included research within their mandatory induction programme. Survey 1 was distributed to Research and Development managers across England (n = 201). Survey 2 collated information on the research content and delivery methods of induction material. The work was classified as a service evaluation and reported in accordance with CHERRIES reporting standards. Survey 1 generated 124 unique responses (61% response rate). Thirty-nine percent of Trusts (n = 48) featured information about research delivery and 24% (n = 30) about training or support to develop clinical academic careers. There was wide variation in how materials were delivered, by whom and for how long. Currently research has a limited profile within English NHS Trust mandatory induction programmes. This needs to be addressed if research is truly to be considered part of the core National Health Service business. Guidance or a modifiable template could help Trusts communicate about research delivery and clinical academic development and training to all new employees.

Elevating academic staff’s learning goal orientation: The role of supervisory trust, workload, and work engagement

Based on the Social Exchange Theory (SET) and the Job-Demands-Resources (JD-R) model, this study examines how supervisory trust and workload influence the work engagement and learning goal orientation (LGO) of academic staff. Survey data collected from 265 full-time academic staff in Malaysian public universities were analysed using structural equation modelling. The results suggest that both supervisory trust and workload have a significant positive influence on the work engagement of academic staff. This, in turn, indirectly enhances their LGO. This study provides empirical evidence that supervisory trust is not the only important predictor of academic staff’s work engagement, as workload also significantly boosts their engagement. Therefore, it is essential to consider these factors when cultivating work engagement and LGO, which are prerequisites for a true learning culture and key to developing a cutting-edge university. Theoretical and practical implications of the findings are also highlighted.

Year one review: Staff perception on the implementation of the chair restraint on an adolescent psychiatric inpatient unit.

The purpose of this project was to assess perceptions, thoughts, and feelings of psychiatric mental health nursing staff when utilizing the chair restraint on an adolescent unit. Furthermore, to explore decision making related to choosing the chair restraint verses choosing to use the six-point board as a safety management intervention. This was a phenomenological qualitative study, utilizing semistructured interviews to explore the experiences of nursing staff, consisting of behavioral health specialists, and direct-care staff nurses who work on an adolescent psychiatric unit utilizing both chair restraint and the six-point board. Ten nursing staff were interviewed. Using thematic analysis, staff perceptions, thoughts, and feelings when using mechanical restraints for safety management were explored. Demographics were collected however, there was no variability in the responses and saturation was reached. Five themes emerged from the interviews. The Five themes that emerged were: Restraint chair was less traumatic and preferred, feelings of defeat when de-escalation was not successful, pushing away emotions as protection, units were short staffed, and patient behaviors were seen as a potential barrier to eliminating the six-point board. The results of this study will be used to guide to further develop behavioral health education, orientation for new staff, and to understand ways to support staff through their experiences in managing a patient's unsafe behaviors.

Efforts to Improve the Safety Culture of the Elderly in Nursing Homes: A Qualitative Study.

The attention to building a safety culture in nursing homes is relatively less when compared to hospitals. Good patient safety will improve the quality of health services and minimize incidents related to patient safety. This study aims to look at efforts that can be made to improve safety culture in nursing homes. The research design uses phenomenological qualitative with in-depth interviews. Purposive sampling was used with interpretive phenomenological analysis. Participants were 29 staff from four government and private institutions in East Java, Indonesia. The sub-themes resulting from the research efforts to improve the safety culture of the elderly in nursing homes are the provision of new staff orientation, training, improvement of infrastructure, and procurement of security staff. The analysis shows that efforts to improve safety culture can be carried out with various strategies by paying attention to risk assessment steps, patient risk identification, and management, incident reporting, and analysis, the ability to learn from incidents and their follow-up, as well as implementing solutions to minimize risks and prevent them from occurring injury. Safety culture plays an essential role in improving the quality of care.

“Doing Explicit” in hospitality and tourism service encounters in English as a lingua franca

In many highly heterogenous hospitality and tourism (HT) settings around the world, English is used to mediate hospitality service encounters. However, little is known about how front-desk staff are able to effectively communicate with international guests of diverse linguacultural backgrounds to deliver quality service. This study investigates the use of communications strategies by Thai front-desk staff that is characterized by increased explicitness in their interactions in English as a lingua franca (ELF) with international tourists. The data comprise 15 h of authentic interactions recorded at three sites: a tour service counter, an airport information counter, and a hotel front office. Using conversation analytic procedures, the analysis reveals the staff's orientation to explicitness: they repeat key information multiple times to increase its prominence, use explication, circumlocution, and self-reformulation to clarify keywords and repair ongoing utterances to address potential ambiguity. In the absence of overt displays of non/misunderstanding, the staff's use of multiple explicitness strategies in these short, routine exchanges points to explicitness as a defining feature of ELF HT service encounters. The findings of this study have implications for ESP course development in HT where awareness raising and practice in the use of explicitness strategies should be incorporated.

Increasing the level of customer orientation of the staff

At the current level of development of economic relations, for successful competition in the market environment, it is necessary to focus on the consumer who wants to combine individual personal characteristics and harmonious coexistence with other personalities. The consumer seeks to independently regulate the purchase of various services in order to improve the quality of life. Currently, consumer preferences dictate the requirements for the quality of services provided.What to do, how to improve the quality of services if resources are limited? In this situation, you can use a powerful tool to improve the quality of services and customer satisfaction, such as customer orientation of staff. The main advantage of customer orientation is the establishment of long&lt;term relationships with the client. In conditions of strict cost savings, retaining regular customers is much more profitable for the organization than attracting new ones.

Human Resource Management in Islamic Schools

The goal of this study is to identify trends in the administration of human resources (HR) in integrated Islamic schools (SIT). This study employs collecting books on research objects as qualitative descriptive technique. The results state that qualifications, recruitment strategies, staff orientation, pay policies, employee regulations, coaching and development, employee evaluation, career and employee ranks, and welfare are just a few of the tasks that make up human resource management in an integrated Islamic school. All staff members who participate in the Integrated Islamic School are required to successfully complete each of these management processes.

Analysis retention of nursing staff during the covid-19 pandemic at the Dumai City Hospital in 2022

Background: the incidence of nursing staff turnover during the Covid 19 pandemic was the highest among all staff with work agreements at the Dumai City Hospital. With the reduced number of nursing staff, the hospital is at risk of experiencing disruptions in the availability of human resources.&#x0D; Purpose: To eksplore the nursing staff retention program at the Dumai City Hospital.&#x0D; Method: This research was a phenomenological qualitative research, with a sample of 13 people. They were recruited using purposive sampling technique, and data were collected through in-depth interviews, observations, FGD and document searches. Data were analyzed using the colaizzi methode which consist of nine stages.&#x0D; Results: It was found that staffing by the head of the room for nursing staff during the afternoon shift and night shift still needs to be improved, the orientation of new nursing staff is experiencing rapid progress with the publication of orientation guidebooks and orientation report cards, preceptorship and mentoring have taken place naturally and needs to be improved by making guidelines and SOP, nurse career paths are still focused on PK 1 nurse assessment, nursing staff rotation is carried out based on urgent needs and conditions.&#x0D; Conclusion: The nursing staff retention program at the Dumai City Hospital, namely staffing, orientation of nursing staff, preceptorship and mentoring, career development of nursing staff still needs to be improved and developed from aspects of planning, organizing, implementing, monitoring and evaluating. So that the activities that have been taking place can be even better useful in preventing the turn over of nursing staff at the Dumai City Hospital. &#x0D; &#x0D; Key words : Retention program, nursing staff, turnover&#x0D;