Performance Of Healthcare Organizations Research Articles

The Impact of Training on Career Satisfaction

The aim of the current study is to investigate the impact of training on career satisfaction among employees in the Sulaymaniyah General Directorate of Health. The study is a quantitative study, a survey based on a questionnaire. A survey involving 256 employees was conducted to gather data, and the analysis revealed a significant positive effect of training on career satisfaction on one variable (training) on another (career satisfaction). The findings suggest that training plays a significant role in enhancing career satisfaction among employees in the health sector. This study contributes to the existing literature by highlighting the importance of training programs in improving employee job satisfaction and overall performance in healthcare organizations. As a recommendation, we recommend that organizations design training programs that are tailored to the specific needs of the organization and the individual employees, considering the current skills gaps and future requirements of the workforce.

Enhancing the Performance of Healthcare Organizations: An Applied Analysis of Digital Technologies and Sustainability

Over the last two decades, scholars attempted to implement models to evaluate the effectiveness of digital technologies management in healthcare organizations balanced by its compliance with sustainability. However, a managerial framework for assessing digital technologies’ contribution to healthcare organizations’ performance is still lacking. Evidence-based research on digital and mobile technologies applied in the daily life environments of people over 65 in Italy has been implemented. Results were investigated by a) SWOT analysis and b) identifying the key performance indicators to evaluate the performance of healthcare organizations by following the implementation of digital technologies in healthcare processes in a sustainable perspective. The analysis reveals that some weaknesses can be overcome (e.g., the availability of GPs to be involved in the enrollment of the patients) while others cannot (e.g., systematic limitations of digital methodologies). At the same time, some threats can be tackled (e.g., users’ and operators’ difficulty adapting to technological developments) while others can only approximately be solved. Evidenced key performance indicators can be leveraged to carry out standardized assessments related to the digital practices implemented by healthcare organizations to achieve a fully developed sustainable relational ecosystem and generate a more efficient and effective healthcare organization system.

Moral distress and associated factors among nurses working in central Ethiopia: a cross-sectional study

BackgroundMoral distress is recognized as a problem affecting nurse professionals globally. Unaddressed moral distress harms nurses’ physical and mental health, the quality of patient care, and the performance of healthcare teams and organizations. However, evidence on the magnitude and risk factors of moral distress is limited in Ethiopia in general and in the study area in particular. Thus, this study aimed to assess the magnitude of moral distress and associated factors among nurses working in Adama Comprehensive Specialized Hospital Medical College, central Ethiopia, 2023.MethodsA facility-based cross-sectional study was conducted from January 1 to 30, 2023, with 219 nurses. A simple random sampling technique was employed to select the study participants. A self-administered structured questionnaire was used for data collection and Moral Distress Scale-Revised (MDS-R) was used to assess moral distress. Data were checked, coded, and entered into Epi info version 7, and then exported to the Statistical Package for Social Science version 26 for analysis. Bivariable and multivariable logistic regression analyses were carried out to identify factors associated with moral distress. The odds ratio with its 95% confidence interval was used as a measure of association and statistical significance was declared at a p-value < 0.05.ResultA total of 212 nurses participated in the analysis making the response rate 96.8%. The magnitude of moral distress was 86.8% (95% CI 82.1%, 91.0%). Perceived powerlessness (AOR = 6.08; 95% CI 1.69, 11.8), lack of confidence (AOR = 7.08; 95% CI 2.05–14.41), inadequate staffing (AOR = 12.46; 95% CI 3.28,15.1), and perceived weak organizational support (AOR = 11.59; 95% CI 2.8,17.33) were significantly associated with moral distress.ConclusionThe magnitude of moral distress was high among nurses in the study setting. Perceived powerlessness, lack of confidence, inadequate staffing, and perceived weak organizational support were independent determinants of moral distress. Thus, creating adequate number of staff, and establishing acceptable organizational policies are ways to reduce moral distress.

Role of Strategic Leaders in Unexpected Healthcare Crisis Management

Objective: This study aims to explore the roles of strategic leaders in business concerns and how they maintain sustainability in business during an unexpected crisis like the COVID-19 pandemic. The present study investigated the effects of the COVID-19 pandemic crisis on the healthcare industry, organizational performance, and various leadership strategies to overcome such a crisis. Methods: Hospital leaders frequently face new challenges, especially in a healthcare crisis like a pandemic, which may be beyond the scope of the current leadership practices. Additional unavoidable responsibilities may arise, affecting employees' productivity, emotions, adaptability, and leadership styles in a crisis. Result: Transformational leadership is identified as suitable for leaders in a crisis to motivate employees and introduce rapid changes to maintain sustainability. Employee engagement, motivation, innovation, creativity, and many more are critical for a business's survival in a crisis. Transformational leaders are active and utilize different tactics to formulate and implement decisions, provide motivation, promote innovation, display the significance of supporting the organization, and strengthen employee engagement. Conclusion: Influential leaders have roles ranging from routine management activities to handling extra-work roles such as strategy formulation, technology expert, coach, mentor, entrepreneur, etc. Swift changes in leadership styles are necessary to accommodate such rapid changes brought by crises in the healthcare sector for work situations.

INTELLECTUAL CAPITAL AND HEALTHCARE ORGANIZATIONS: TRENDS AND IMPORTANCE

The management of intellectual capital represents a significant segment of the work of managers. The purpose of this paper is to point out the importance of intellectual capital and performance in healthcare organizations and to point out its specificities.

CONTRACT NURSE STAFFING AND NURSING HOMES: ANTECEDENTS AND CONSEQUENCES

Abstract Nursing home (NH) quality has been a matter of long-standing policy interest at the federal and state level, as it concerns the health and well-being of one of our most vulnerable populations. Nurse staffing intensity and skill mix have a consequential impact on NH care quality. Unfortunately, NH staffing has been marked by multitudes of challenges including high levels of turnover and absenteeism. In recent years, the utilization of agency or contract nurse staffing has increased as facilities face persistent staffing shortages exacerbated by COVID-19 which has had a disproportionate and devastating impact on NHs. The literature suggests that agency staffing negatively influences the performance of healthcare organizations due to multiple reasons including unfamiliarity with organizational culture, decline in teamwork, and the attendant high costs attached to contract staffing. However, contract nurse utilization practices and its impact on NH care has not been studied adequately, and much of the limited literature relies on datasets with limited understanding of agency staffing. The overarching goal of this symposium is to explore the antecedents and consequences of the increased utilization of contract nurse staffing. As part of the symposium, we include studies examining NH nursing skill mix and intensity, the organizational and market level factors associated with higher levels of contract staffing, and the impact of nurse contract staffing on NH staff turnover, quality, and financial performance. We believe that this series of studies would have important managerial and policy implications. This is a Research in Quality of Care Interest Group Sponsored Symposium.

Charting The Course; A Systematic Review On Healthcare Leadership Styles And Their Symphony With Employee Satisfaction In Saudi Arabian Health Administration

Background; Effective leadership is essential for the success of healthcare organizations, particularly in Saudi Arabia where the healthcare sector is undergoing rapid transformation. Leadership styles within health administration roles play a significant role in shaping employee satisfaction and organizational outcomes. Understanding prevalent leadership styles and their impact on employee satisfaction is crucial for enhancing the overall performance of healthcare organizations in Saudi Arabia.&#x0D; Purpose; The study aimed to evaluate prevalent healthcare leadership styles and their impact on employee satisfaction in health administration roles in Saudi Arabia's healthcare sector.&#x0D; Method; A cross-sectional descriptive research design was employed, and data were collected from healthcare employees in government hospitals in Taif, Saudi Arabia. A structured questionnaire was used to assess leadership styles and employee satisfaction, and data were analyzed using descriptive statistics, correlation coefficient analysis, independent t-tests, and multiple linear regressions.&#x0D; Results; The study identified three prevalent healthcare leadership styles; Autocratic, Democratic, and Laissez-Faire. Significant positive correlations were found between these leadership styles and employee satisfaction. Autocratic, Democratic, and Laissez-Faire leadership styles were all positively associated with employee satisfaction. Gender differences in leadership styles and job satisfaction were also explored, revealing variations across genders within healthcare administration roles.&#x0D; Conclusion; The study underscores the importance of effective leadership in healthcare administration for promoting employee satisfaction. Healthcare organizations in Saudi Arabia should prioritize leadership development programs tailored to enhance leadership skills and foster positive leadership practices. By understanding and implementing effective leadership strategies, healthcare administrators can create supportive work environments that contribute to overall employee satisfaction and organizational success.

The application of the Resilience Assessment Grid in outpatient clinics: A validation study

The Resilience Assessment Grid (RAG) has gained increasing traction in healthcare discourse for its effectiveness in understanding and assessing the potential resilient performance of healthcare organisations. RAG is intended to be tailored for the specific organisation. However, developing a context specific RAG questionnaire can be time-consuming, limiting its widespread implementation. The current study aimed to investigate whether an existing Danish RAG questionnaire for outpatient clinics could be successfully content validated and applied in another outpatient clinic context.A modified Delphi method was used to content validate the Danish RAG questionnaire in the Australian outpatient clinic setting, using interviews and expert panel reviews. The 29-item English version of the RAG questionnaire was administered in 2023 to nine managers and five healthcare professionals responding on a five-point Likert scale, who work across 34 hospital outpatient clinics at Macquarie University (MQ) Health Clinics. The questionnaire was also employed during managerial and departmental meetings in a collaborative learning format. Descriptive statistics were used to analyse the data, which was then presented using radar charts to facilitate the interpretation of the resilient profiles of MQ Health Clinics.The translation and validation of the Danish RAG questionnaire was successful. The English language RAG questionnaire was perceived as useful by managers to assess their clinics’ resilient strengths and weaknesses and identify areas for improvement within their clinic.While the RAG methodology highlights the importance of context-specificity, this study’s findings suggest that the content validated RAG questionnaire has the potential for application in other outpatient settings with minimal adaptation.

Triple-E effect: Corporate ethical responsibility, ethical values, and employee emotions in the healthcare sector

Existing research has focused on organizational interventions in promoting financial performance but has neglected individual factors, such as employee emotions. Our study explored the links between corporate social responsibility (CSR), financial performance, and employee happiness, and examined the moderating effect of altruistic values on these relationships. Data from 286 healthcare workers were analyzed using SMART-PLS software. Results revealed that CSR had a direct impact on financial performance, with happiness functioning as a mediating factor and altruistic values having a significant conditional moderating role. Thus, this research highlights the importance of the triple-E effect on enhancing financial performance in healthcare organizations: Ethical responsibility (i. e., CSR), employee happiness, and ethical values (i. e., altruistic values).

Examining the Impact of Organizational Culture and Risk Management and Internal Control on Performance in Healthcare Organizations

Abstract In this volatile and challenging environment, global pandemics, extreme weather events, and the ever-changing global political and economic landscape continue to have a significant impact on the sustainability of organizations. This study presents a framework for measuring or assessing the nature of organizational culture and whether it is effective in influencing the competitive advantage of healthcare organizations in terms of operational performance through risk management and internal control. The results of the study demonstrate that effective consideration of the interaction of risk management and control systems with organizational culture is one of the best ways to prevent operational failure. JEL classification numbers: C10, G32, L25, M14. Keywords: Organizational Culture, Risk Management, Internal Control, Medical Institutions.

Emotional Intelligence among Nurses and Its Relationship with Their Performance and Work Engagement: A Cross-Sectional Study

Background. Several studies identified that emotional intelligence skills are important indicators for nurse engagement and performance. Issues related to nursing performance in healthcare organizations have been gaining greater attention because they influence the effectiveness of improvement approaches to maintain high-quality care. This study aimed to investigate the relationships between emotional intelligence and nurses’ work performance and work engagement. Methods. A quantitative, descriptive, correlational design was used to evaluate the relationships between the study variables. Data were gathered from 150 nurses working at Madinah Cardiac Center, Saudi Arabia. Three scales were used to measure the study variables which were Emotional Intelligence Scale, Job Performance Scale, and Utrecht Work Engagement Scale in addition to demographics. SPSS was used to analyze data. Results. The results of this study showed that emotional intelligence has a total mean of 3.77 (SD = 0.598), nurses’ performance 3.65 (SD = 0.503), and work engagement 4.29 (SD = 1.04). The results also showed that there is a positive and significant relationship between emotional intelligence and nurses’ work performance (R2 = 0.657, p &lt; 0.001 ). Also, it was found that emotional intelligence has a positive and significant relationship with nurses’ work engagement (R2 = 0.621, p &lt; 0.001 ). Conclusions. This paper highlights the influence of emotional intelligence in nurses’ improved performance and engagement in work. The field of nursing is associated with care and compassion; thus, it needs a high level of emotional intelligence. Nurses need to enhance their emotional intelligence skills by attending workshops. Nurse leaders also have a role in that by building a culture for nurses that is driven by applying emotional intelligence in the workplaces.

Development of measurement scale for performance of health care organization through Structural Equation Modeling

The purpose of this research was to look at the link between healthcare service quality characteristics, service quality performance, and patient loyalty to healthcare companies. Data were gathered from 50 Andhra Pradesh healthcare institutions. To test the psychometric qualities (reliability &amp; validity) of measuring scales, a confirmatory factor analysis was conducted. To test the hypotheses Structural Equation Modelling was used. To examine their effect on healthcare service quality, five healthcare service quality activities are considered: efficiency, safety, tangibles, empathy, and degree of improvement. In turn, it was determined if service quality had an impact on the organization's operational performance. The study's findings will be valuable to healthcare providers by encouraging them to embrace service quality items, resulting in improvements in both service quality and organizational performance.

Gauging the Motivation Level of Health Personnel of a Tertiary Care Hospital in District Dehradun

Background- Healthcare providers serve as the backbone of the healthcare delivery system, and motivating them is crucial for its enhancement, which is often a challenging task. Understanding the motivational factors that keep employees engaged is a pressing concern for leaders and senior personnel. Aims &amp; Objectives: This study aimed to assess the motivation levels of healthcare personnel working in a tertiary healthcare institution in Dehradun, Uttarakhand. It sought to explore the various factors influencing employee motivation in the healthcare sector. Methodology: A cross-sectional study involved 150 healthcare personnel, and data analysis was conducted using Statistical Package for Social Sciences (SPSS) software and Microsoft Excel. Frequency percentages and mean standard deviations were used for categorical and continuous data, respectively. The Chi-Square test and Fischer Exact test were employed to assess relationships between categorical variables. Results: Among the study groups, technicians displayed the highest motivation levels, while doctors exhibited lower motivational indices. Across doctors, nurses, and technicians, "rewards" ranked as the top motivating factor. Health personnel identified monetary support, incentives, promotion, resource improvement, appreciation, feedback, communication, job security, training, teamwork, and effective management as significant motivational factors. Conclusion: Satisfied healthcare workers not only inspire their colleagues but also foster a positive work environment, enhancing the overall functioning of the institution. Employee motivation directly impacts the performance of healthcare organizations. Recognizing non-financial motivators, such as appreciation, teamwork, professional growth, and training, alongside financial incentives, is essential to maintaining a motivated and efficient healthcare workforce.

The associations among nurse work engagement, job satisfaction, quality of care, and intent to leave: A national survey in the United States

ObjectivesEmployee work engagement, job satisfaction, quality of care, and intent to leave are critical indicators for healthcare organizational performance. This study aimed to analyze the current state of nurses’ work engagement and its factors to examine the associations among nurses’ work engagement, job satisfaction, quality of care, and intent to leave in the United States (US). MethodsThis is a quantitative descriptive cross-section design. Data were collected online from the US registered nurses from March to September 2022. Measures comprised the Utrecht Work Engagement Scale, the demographics, and questions regarding job satisfaction, perceived quality of care, and intent to leave. ResultsNine hundred nurses participated in the online survey. Among the participants, 79.2% reported holding a specialty certification, 59.4% scored high/very high on job satisfaction, 82.2% expressed high/very high on the perceived quality of nursing care, and 28.4% conveyed likely/very likely to leave in the following year. Nurses’ work engagement was positively associated with nurses’ job satisfaction and their perceived quality of care but negatively associated with intent to leave. More certified nurses reported high or very high job satisfaction than non-certified nurses. As for demographics, the linear regression analysis showed that nurses who were older, identified as White, and held doctorate degrees reported higher levels of work engagement in comparison to their counterparts. ConclusionsThis study shows that nurses’ work engagement is associated with their job satisfaction, perceived quality of care, and intent to leave. Nurses’ work engagement in this study is lower than in other studies, especially before the COVID-19 pandemic, which may indicate a possible association with the COVID-19 impact. Because nurses’ work engagement is significantly associated with job satisfaction, nurse leaders need to find ways to promote nurses’ job satisfaction and retention.

Interaction between maintenance variables of medical ultrasound scanners through multifactor dimensionality reduction

ABSTRACT Background Proper maintenance of electro-medical devices is crucial for the quality of care to patients and the economic performance of healthcare organizations. This research aims to identify the interaction between Ultrasound scanners (US) maintenance variables as a function of maintenance indicators: US in service or decommissioned, excessive number of failures, and failure rate. Knowing those interactions, specific maintenance measures will be developed to improve the reliability of the US. Research design and methods Multifactor Dimensionality Reduction (MDR) method was eployed to analyze data from 222 US and their four-year maintenance history. Models were developed based on the variables with the greatest influence on maintenance indicators, where US were classified according to the associated risk. Results US with more than one major failure or at least one major component replacement had up to 496.4% more failures than the average. Failure rate increased by up to 188.7% over the average for those US with more than three moderate failures, three replacements, or both. Conclusions This study identifies and quantifies the causes of risk to establish a specific maintenance plan for US. It helps to better understand the degradation of US to optimize their operation and maintenance.

Evaluation of Chinese healthcare organizations' innovative performance in the digital health era.

Healthcare workers' relationship with industry is not merely an agent mediating between consumer and vendor, but they are also inventors of the interventions they exist to deliver. Driven by the background of the digital health era, scientific research and technological (Sci-tech) innovation in the medical field are becoming more and more closely integrated. However, scholars shed little light on Sci-tech relevance to evaluate the innovation performance of healthcare organizations, a distinctive feature of healthcare organizations' innovation in the digital health era. Academic publications and patents are the manifestations of scientific research outputs and technological innovation outcomes, respectively. The study extracted data from publications and patents of 159 hospitals in China to evaluate their innovation performance. A total of 18 indicators were constructed, four of which were based on text similarity match and represented the Sci-tech relevance. We then applied factor analyses, analytical hierarchy process, and logistic regression to construct an evaluation model. We also examined the relationship between hospitals' innovation performance and their geographical locations. Finally, we implemented a mediation analysis to show the influence of digital health on hospital innovation performance. A total of 16 indicators were involved, four of which represented the Sci-tech including the number of articles matched per patent (NAMP), the number of patents matched per article (NPMA), the proportion of highly matched patents (HMP), and the proportion of highly matched articles (HMA). Indicators of HMP (r = 0.52, P = 2.40 × 10-12), NAMP (r = 0.52, P = 2.54 × 10-12), and NPMA (r = 0.51, P = 5.53 × 10-12) showed a strong positive correlation with hospital innovation performance score. The evaluation model in this study was different from other Chinese existing hospital ranking systems. The regional innovation performance index (RIP) of healthcare organizations is highly correlated with per capita disposable income (r = 0.58) and regional GDP (r = 0.60). There was a positive correlation between digital health innovation performance scores and overall hospital innovation performance scores (r = 0.20). In addition, the hospitals' digital health innovation performance affected the hospital's overall innovation score with the mediation of Sci-tech relevance indicators (NPMA and HMA). The hospitals' digital health innovation performance score showed a significant correlation with the number of healthcare workers (r = 0.44). This study constructed an assessment model with four invented indicators focusing on Sci-tech relevance to provide a novel tool for researchers to evaluate the innovation performance of healthcare organizations in the digital health era. The regions with high RIP were concentrated on the eastern coastal areas with a higher level of economic development. Therefore, the promotion of scientific and technological innovation policies could be carried out in advance in areas with better economic development. The innovations in the digital health field by healthcare workers enhance the Sci-tech relevance in hospitals and boost their innovation performance. The development of digital health in hospitals depends on the input of medical personnel.

IMPACT OF TRANSFORMATIONAL LEADERSHIP UPON PHYSICIANS &amp; NURSES PERFORMANCE IN SAUDI HEALTHCARE ORGANIZATIONS

Leaders hold important positions in organizations and responsible to achieve objectives and targets on time. For this purpose, they need highly motivated and professional team by using vision, charismatic personality, &amp; motivation skills to enhance the performance. Organizations faces difficult times such as low level of performance, commitment, &amp; involvement, in such cases leaders have to apply transformational leadership style to boost the physicians and nurses’ performance. The aim of current study was to investigate the impact of transformational leadership on performance as populations of current study were physicians and nurses employed by Ministry of Health, Saudi Arabia. The simple random sampling technique as used to select sample size. 450 questionnaires were distributed and 407 were received and used in analysis. PLS-SEM was used for analysis of data. Findings revealed that all scales met threshold and out of 4 hypotheses 3 are accepted. Idealized influence have significant role on enhancing performance but stimulation, consideration &amp; motivation play significant role in increasing the physicians and nurses’ performance in healthcare organizations.

"Assessment of the Health System Performance in Ontario Major Cities (Canada)"

"This study aims to provide evidence to support policymaking by assessing health system perfor mance in the province of Ontario, Canada, and its major cities (Toronto, Mississauga, Oakville, and Brampton). It reports on the performance of health care organizations and local health systems over the years 2012-2018. The performance indicators ana lyzed are grouped into two categories: health status and quality of service (Ontario Ministry of Health). The analysis reports health care waiting times for the year 2018, focusing on the most frequently re ported disease groups and procedures such as: pediatric, cancer, cardiac, orthopedic, eye, diagnos tic imaging, and emergency room. It also looks at government spending on health, the benchmark for surgical procedures, the number of physicians, the health status of the population, and rates of hospi talization and hospital admissions. As recommen dations, among policies to improve the health sys tem, the government should pay attention to health spending, increasing the number of doctors rather than beds, and introducing the privately-owned hos pitals that could coexist with the public ones."

Integration of innovative work behavior through transformational leadership in the Saudi healthcare sector: a systematic review

PurposeThis systematic review aims to examine integrating innovative work behavior through transformational leadership in the Saudi healthcare sector. A thorough literature research was carried out to address this problem.Design/methodology/approachA total of 50 papers reporting research on innovative work behavior, healthcare organizational performance and transformational leadership were included in the review.FindingsAs employees are motivated and developed, their innovative work behaviors are boosted, which improves organizational performance. It can be concluded that innovative work behavior and transformational leadership are correlated. The capacity of a healthcare company to create and execute benefits to the employees may assure service delivery efficiency in employees' performance.Practical implicationsThis systematic review will allow contemporary advancements, efficient health status monitoring and reliable solutions that aid optimal, equal and effective treatment in Saudi’s healthcare industry.Originality/valueIn an innovative workplace, workers may pitch fresh ideas to their management. Hence, employees see their employer as more transformational.

What Do We Know about Performance-Based Financing?

As in other countries, health financing reform in Mongolia is based on the concept of universal coverage [1]. The Mongolia the Ministry of Finance of Mongolia with the technical assistance of the Asian Development Bank launched the “Health Sector Financing Improvement Project” in 2019-2022. This allows the need to achieve universal health coverage and to provide quality care and services that meet the health demands and needs of the people in an equally accessible way, without incurring financial risks [2,3]. Mongolia’s health care sector financing model has changed from an input-based financing model to an output-oriented model, and implemented the performance-based financing of health care and services as a reform [2]. Universal health coverage (UHC) is a growing policy priority in many countries, as well as a significant and increasing focus of attention at the international level, forming one of the targets of sustainable development goal 3 [4]. Performance‐based financing (PBF) or paying for performance (P4P) has received increased attention as a strategy for improving the performance of healthcare providers, organizations and governments since the early 2010s [5,6]. In PBF people are given money or other rewards if they carry out a particular task or meet a particular target [7]. This is a strategic purchasing mechanism which [8] becomes a common strategy to improve health sector quality [9].