Performance Of Healthcare Workers Research Articles

Boosting Health Workforce Performance: A Cross-disciplinary Strategies for juggling Medical Services in Hospital Administration, Health Assistance, General Medicine, Optics, Emergency Medical Services, Laboratory, Pharmacy, and Public Health

The performance of healthcare workers is a critical factor in ensuring high-quality healthcare delivery, particularly in complex and dynamic environments like hospitals and public health settings. This review aims to explore cross-disciplinary strategies to enhance the performance of healthcare professionals across diverse sectors, including hospital administration, general medicine, emergency medical services (EMS), laboratory services, optics, pharmacy, and public health. Key strategies examined include leadership models that foster a supportive work environment, targeted workforce training that adapts to technological advancements, and the promotion of inter-professional collaboration. Additionally, the review addresses the importance of mental health and wellbeing initiatives, which are often overlooked but essential for sustaining worker performance. By synthesizing research from healthcare management, clinical practice, and organizational behavior, the article provides insights on how to build a resilient, motivated, and efficient healthcare workforce capable of responding effectively to evolving healthcare demands.

Resilience and the Dynamics of Job Demands: A Diary Study on Interactions in Healthcare Professionals During the COVID-19 Pandemic.

To explore the day-level interactions between challenge and hindrance job demands and their effects on work engagement and emotional exhaustion among healthcare professionals, focusing on the moderating role of resilience. A longitudinal, diary-based design was employed. This study utilised a multilevel modelling approach to analyse 351 diary entries from 85 healthcare professionals, collected during the COVID-19 pandemic (in March-April 2021). Participants recorded their daily experiences, including job demands, work engagement, emotional exhaustion and resilience. Challenge demands, such as increased workload, are associated with both higher work engagement and greater emotional exhaustion, highlighting a dual impact. Resilience moderated these effects, reducing the negative impacts of both challenge and hindrance demands on emotional exhaustion. Surprisingly, higher resilience also diminished the positive relationship between effort and engagement. The study highlights the critical role of resilience in moderating the effects of job demands on healthcare workers' well-being, particularly under the stressful conditions of a global pandemic. Insights from this study can assist healthcare organisations in developing strategies to enhance employee resilience and effectively manage job demands. Improved management of these factors can lead to better employee well-being and sustained engagement, ultimately benefiting patient care during high-stress periods. The study addressed the impact of daily job demands on the well-being and performance of healthcare workers during the COVID-19 pandemic. The main findings highlighted the dual effects of challenge demands and the protective role of resilience in mitigating the adverse effects of job demands. This research will impact healthcare organisations and policymakers, informing strategies to bolster workforce resilience and well-being, thereby potentially enhancing patient care during crises. We adhered to the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. Neither patients nor the public were involved in the design, conduct, reporting or dissemination plans of our research. Healthcare professionals participated only as research subjects and did not engage in any aspect of the research process.

Emotional intelligence training among the healthcare workforce: a systematic review and meta-analysis.

The healthcare sector is acknowledged as a complex and challenging field. Increasingly, research highlights the importance of healthcare workers' internal social and emotional skills in managing their well-being and enhancing their capacity to provide patient care and support to colleagues. Emotional Intelligence (EI) has been identified as a key factor in improving the health and performance of healthcare workers, leading to the implementation of numerous programs aimed at enhancing EI. This meta-analysis aims to evaluate the effectiveness of EI training interventions among healthcare workers, focusing on various intervention designs and their impact on EI improvement. The review encompassed 17 longitudinal studies, each implementing EI training interventions for healthcare workers aged 18 and over. The studies employed a variety of research designs. All studies demonstrated an increase in EI following the intervention. However, methodological limitations within these studies might have led to an overestimation of the actual effects of the interventions. While the reviewed studies indicate a positive trend in EI enhancement post-intervention, the potential overestimation of effects due to methodological flaws necessitates caution. The findings underline the need for future research to explore the optimal duration and delivery methods for EI training in healthcare settings. The systematic review and meta-analysis have been pre-registered with PROSPERO [CRD42023393760]. Further details can be accessed at: https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42023393760.

Influence of Short-Term Employment Contracts on Performance of Health Care Workers at Nakuru County Level 4 and 5 Public Hospitals

Purpose: The study investigated the impact of short-term employment contracts on the performance of health workers at Nakuru County public hospitals, focusing on 490 contracted workers from PGH Nakuru and Naivasha Referral Hospital. Methodology: Using stratified random sampling and a sample size of 220 respondents, data was collected through structured questionnaires and analyzed with SPSS version 25 using descriptive and inferential statistics. Findings: The analysis revealed that employment continuity had a minimal and statistically insignificant effect on performance (p=.923), whereas benefits award significantly improved performance (p=.025). Increased supervision had the most substantial impact, significantly enhancing performance (p=.000). Employment relations also positively influenced performance but was statistically insignificant (p=.060). The results suggest that supervision is the most critical factor affecting the performance of short-term contract workers, followed by benefits award. In contrast, employment continuity and employment relations were less influential. Unique Contribution to Theory, Policy and Practice: The study recommends that hospitals should invest in mentorship programs to enhance employment continuity and job satisfaction, thereby improving performance. These programs would support personal and career development, contributing to better overall performance for contracted health workers.

The Influence Of Workload, Work Environment, And Facilities On The Performance Of Healthcare Workers At The Bintuni Public Health Center In Bintuni District, Teluk Bintuni

This study aimed to determine, analyze, and describe the influence of workload, work environment, and facilities on the performance of health workers at Bintuni Health Center, Teluk Bintuni Regency, using multiple linear regression analysis techniques. This research was quantitative in nature, employing a questionnaire as the data collection instrument. The study involved 97 respondents comprising health workers at Bintuni Community Health Center. The results indicated that workload had a significant negative influence on the performance of health workers with P = 0.000 < 0.05 and a coefficient value of -0.340. The work environment had a significant positive influence on performance with P = 0.000 < 0.05 and a coefficient value of 0.243, while facilities had a significant positive influence with P = 0.000 < 0.05 and a coefficient value of 0.406. Therefore, higher workload could decrease the performance of health workers, where as a good work environment and facilities would enhance the performance of health workers at Bintuni Community Health Center.

Career Challenges and Employee Productivity

Employee performance has been established by extant literature as a determinant of organizational growth and survival. Inspite of this, many global sources have been reporting a continual decline of employee performance. This has been attributed to certain aspects of career challenges and work behaviour besieging employees in many health sectors globally. In Nigeria, especially in Lagos State, the performance of health care workers is confronted with reducing employee productivity, all of which could be related to increasing career challenges. This study examined the effect of career challenges on employee productivity in selected teaching and private hospitals in Lagos State, Nigeria. The study adopted survey research design. The study population was 3,656 employees of the selected teaching and private hospitals in Lagos State. A sample size of 449 respondents consisting of doctors, consultants, dentists, nurses and hospital records keepers was determined using the Cochran formula. Stratified and random sampling techniques were adopted to select the respondents. A validated questionnaire was used for data collection. Cronbach's alpha reliability coefficients for the constructs ranged from 0.71 to 0.92. The response rate was 78%. Descriptive and inferential (multiple regression) statistics were used to analyse the data. Findings revealed that career challenges and work behavior had a significant effect on 2 health sector employee productivity (Adj.R = 0.158, F (5, 343) = 14.100, P < 0.05. The study concluded that tackling career challenges improves employees' productivity in the selected teaching and private hospitals. The study recommended that relevant stakeholders of selected teaching and private hospitals should create policies to enhance their performance.

Factors that Affect the Performance of Health Workers in Providing Comprehensive Emergency Obstetric and Newborn Care

Background Comprehensive Emergency Obstetric and Newborn Care (CEmONC) at a tertiary hospital aims to provide sub-specialistic care for life-threatening maternal and neonatal emergency cases. The performance of healthcare workers (HCWs) is a key determinant of the quality of this hospital service, as it could eventually affect the clinical outcome of patients. Objectives This study was performed to analyze the factors affecting the performance of HCWs in providing CEmONC services at a tertiary hospital. Methods This cross-sectional research used an online questionnaire through Google Form (Google LLC, USA) from June to July 2022 distributed to 198 HCWs who contributed to CEmONC services at a tertiary hospital. A total of 119 HCWs who had worked for more than one year were included. The collected data were then analyzed with bivariate and multivariate analysis. Results In this study, 68 HCWs (57.1%) had a good performance in implementing the CEmONC services. The significant factors influencing the performance of HCWs were Quality (adjusted odds ratio [AOR] = 31.914; p = 0.003), Quantity (AOR = 15.573; p = 0.003), Work effectiveness (AOR = 20.256; p=0.003), Timeliness (AOR = 27.543; p=0.001), and Teamwork (AOR = 6.773; p=0.031). Meanwhile, age, gender, professional background, length of work experience, and commitment were not associated with the performance of HCWs (p > 0.05). Conclusion The better performance of HCWs was significantly correlated with good quality, adequate quantity, effective work, being on time, and good teamwork. Therefore, this result suggests that hospital managers should conduct periodic monitoring and evaluation regarding the performance of their employees to improve the quality of CEmONC services at the hospital.

Analysis of Leadership, HR Practices, Organizational Agility, and Employee Performance at the Emergency Department of XYZ Hospital

The Emergency Department (ED) is a complex unit with a dynamic environment characterized by rapid changes, high uncertainty, and many unforeseen possibilities. Therefore, hospitals need to implement appropriate Leadership and HR Practices to achieve Organizational Agility in the ED and improve employee performance to provide the best service to patients. This study aims to analyze Leadership, HR Practices, Organizational Agility, and Employee Performance in the ED unit of Seto Hasbadi Bekasi Hospital. The sampling technique used was a census with a sample size of 65 healthcare workers. The data analysis technique used in this study was Partial Least Square - Structural Equation Modeling (PLS-SEM) with SmartPLS software. The results showed that Leadership had a significant positive effect on HR Practices, but did not affect Organizational Agility and Employee Performance. HR Practices had a significant positive effect on Organizational Agility. HR Practices also had a significant positive effect on Employee Performance. Furthermore, Organizational Agility had a significant positive effect on Employee Performance. The management of Seto Hasbadi Bekasi Hospital has implemented good HR Practices, which has had a positive impact on the performance of healthcare workers in the ED. The maximum implementation of HR Practices will make the hospital agile, effective, and efficient in handling all conditions in the ED.

The Influence of Career Development and Compensation through Motivation on the Performance of Healthcare Workers in Buaran and Kedungwuni Sub-District Community Health Center

This research aims to determine the influence of career development on motivation, the influence of compensation on motivation, the influence of career development on performance, the influence of compensation on performance, the influence of motivation on performance. This research used a sample of 109 which was distributed to midwives and nurses at each community health center in Buaran and Kedungwuni sub district. Analysis of this research data uses Structural Equation Modeling (SEM). The results of this research state that career development has a positive and significant effect on motivation, compensation has a positive and significant effect on motivation, career development has a positive and significant effect on performance, compensation has a positive and significant effect on performance, motivation has a positive and significant effect on performance. This research provides Suggestions to leaders at each Community Health Center so that the career development process and compensation are maintained and improved.

What Influences Patients' Adherence to Healthcare Worker Prescription in Primary Healthcare Facilities in Burkina Faso? A Qualitative Account of Barriers and Facilitators.

This study explores the factors influencing patients and caregivers' adherence to prescription of healthcare workers (HCWs). The study was conducted in Temnaore and Pella, in the Nanoro health district in Burkina Faso. HCWs and community members were purposively recruited from 4 communities seeking care at the selected primary healthcare facilities for the clinical trial to attend in-depth interviews and focus group discussions on the factors influencing adherence to prescription. The Behaviour Change Wheel incorporating the Capability, Opportunity, and Motivation Behaviour approach was used. Factors influencing the ability of patients to obtain the prescribed medicine include the availability of medicines and money and the perception of consequences for not getting the medicine. Regarding compliance with the intake of medicines, communication was considered a key factor whose effectiveness depends on the performance of HCWs and on the attention of patients. It is followed by other factors such as adequate management of patients, social influences, the patient's beliefs regarding treatment, and memory. This research highlights factors influencing adherence to HCWs' prescription from the perspective of the community members and HCWs and therefore provides contextual enablers and barriers, which allows for the development of an intervention to support the clinical trial.

Ethical Sensitivity and its Association with Caring Behavior among Healthcare Workers in Delta State, Nigeria: A Cross-Sectional Study

Introduction: Caring behavior is a unique behavior that can promote patients’ well-being, the performance of healthcare workers, and the general effectiveness of healthcare institutions. The mechanism and possible predictors of caring behavior are under-researched in health and organizational behavior literature. Based on the aforementioned, this study examined the predictive effect of ethical sensitivity (dimensions included) on caring behavior, and gender differences in caring behavior and ethical sensitivity among public healthcare workers in Delta State, Nigeria. Methods: A cross-sectional research design and a quantitative approach for data collection were adopted. Simple random sampling was adopted for selecting the participating hospitals while the convenience sampling technique was utilized for selecting the healthcare workers. Two instruments with good psychometric properties were used for the data collection. The simple linear regression and independent sample t-test were used for testing the hypotheses via the IBM-SPSS v.25. Results: The participants comprised 150 healthcare workers from public-owned hospitals consisting of 73(48.7%) males and 77(51.3%) females with a mean age of 40.60 years and a standard deviation of 9.30. The results of the study indicated that ethical sensitivity positively and significantly predicted caring behavior. Also, two dimensions of ethical sensitivity, moral strength, and moral responsibility positively and significantly predicted caring behavior while a sense of moral burden did not. Finally, there was no significant gender difference in caring behavior and ethical sensitivity. Conclusion: This study highlights the role of ethical sensitivity, moral strength, and moral responsibility in predicting higher levels of caring behavior among healthcare workers. Thus, it was recommended that hospital administrators, health policymakers, and practitioners seeking to boost the caring behavior of healthcare workers should focus on enhancing factors such as sensitivity to ethical standards. Also, administrators of medical education can nurture intending healthcare workers (medical students) on the importance of ethics in the medical profession.

Impact of Stress on Employees’ Performance in Health Sector of Azad Kashmir: Mediating Role of Burnout

This research determined to examine the influence of stress on the performance of healthcare workers in the Azad Kashmir region and the role of burnout as a mediator. A survey opinion poll was utilized to gather information from 387 workers in the healthcare industry, and a quantitative methodology was employed to analyze the data. The data were analyzed using descriptive statistics, correlation and regression, and reliability analyses. The results revealed that stress had a negative effect on employee performance and a positive relationship with burnout. Burnout was also found to be negatively associated with worker performance. Furthermore, the results from regression analysis revealed that burnout significantly mediated the relationship between stress and worker performance. These findings suggest that decreasing stress and burnout could increase worker performance in the healthcare industry. This study offers valuable insights into the importance of interventions to manage stress and burnout for employee well-being and organizational outcomes in the healthcare sector.

THE RELATIONSHIP OF LEADERSHIP WITH HEALTH WORKER IN TAMALANREA JAYA COMMUNITY HEALTH CENTER, MAKASSAR CITY

Performance can be defined as the evaluation of employees' accomplishments in relation to pre-established work standards. One of the factors that affect performance is the leadership factor of a leader to be able to communicate and influence his subordinates so that they can work to achieve organizational goals. Purpose: This study aims to examine the impact of different leadership factors, such as leader-member relationships, task structure, and the leader's position power, on the performance of healthcare staff at the Tamalanrea Jaya Health Center in Makassar City. Methods: The study conducted between January and April 2023 at Tamalanrea Jaya Health Center involved a population of 37 health workers who were selected using the total sampling technique. The research method employed was a cross-sectional design with a quantitative approach. The data analysis techniques used were univariate and bivariate, and the tests applied were the Fisher exact test and contingency coefficient test. Results: The study's findings revealed that the performance of healthcare professionals at Tamalanrea Jaya Health Center was associated with three factors: leader-member relationship (p=0.001), task structure (p=0.012), and the leader's power position (p=0.005). Conclusion: The performance of healthcare workers at the Tamalanrea Jaya Health Center in Makassar City is correlated with leader-member relations, task structure, and the power of the leader's position. It is recommended for leaders to improve supervision and evaluation related to discipline and timeliness of entering employee working hours

Implementation and outcomes of a comprehensive emergency care curriculum at a low-resource referral hospital in Liberia: A novel approach to application of the WHO Basic Emergency Care toolkit.

Emergency care is vital in low- and middle-income countries (LMICs) but many frontline healthcare workers in low-resource settings have no formal training in emergency care. To address this gap, the World Health Organization (WHO) developed Basic Emergency Care (BEC): Approach to the acutely ill and injured, a multi-day, open-source course for healthcare workers in low-resource settings. Building on the BEC foundation, this study uses an implementation science (IS) lens to develop, implement, and evaluate a comprehensive emergency care curriculum in a single emergency facility in Liberia. A six-month emergency care curriculum consisting of BEC content, standardized WHO clinical documentation forms, African Federation of Emergency Medicine (AFEM) didactics, and clinical mentorship by visiting emergency medicine (EM) faculty was designed and implemented using IS frameworks at Redemption Hospital, a low-resource public referral hospital in Monrovia, the capital of Liberia. Healthcare worker performance on validated knowledge-based exams during pre- and post-intervention testing, post-course surveys, and patient outcomes were used to evaluate the program. Nine visiting EM physicians provided 1400 hours of clinical mentorship and 560 hours of didactic training to fifty-six Redemption Hospital staff over six-months. Median test scores improved 20.0% (p<0.001) among the forty-three healthcare workers who took both the pre- and post-intervention tests. Participants reported increased confidence in caring for medical and trauma patients and comfort performing emergency care tasks on post-course surveys. Emergency unit (EU)/Isolation unit (IU) mortality decreased during the six-month implementation period, albeit non-significantly. Course satisfaction was high across multiple domains. This study builds on prior research supporting WHO efforts to improve emergency care globally. BEC implementation over a six-month timeframe using IS principles is an effective alternative strategy for facilities in resource-constrained environments wishing to strengthen emergency care delivery.

The Link between Job Embeddedness, Organizational Identification, Job Satisfaction, and Job Performance among Medical Staff in Guangxi Public Hospitals: A Mediation Model Analysis

This paper investigates the impact of job embeddedness on job performance among medical staff in public hospitals. It has been demonstrated that the employment embedding is positively related to the work performance and the context performance of the public hospital. It is discovered that organization identity and job satisfaction partly mediate the relation of employment embedding and work performance, but demand orientation has a positive effect on the relation between employment embedded and work satisfaction. The results offer an insight into how to improve the work performance of health care workers in public hospitals, emphasizing the significance of embedded work and its dimensions, and the mediation and adjustment factors affecting it. The research provides some beneficial tactics for maintaining and improving the performance of health care workers in public hospitals.

Breathing Rooms: A Strategy to Improve the Performance of Healthcare Workers During COVID-19 and Future Pandemics.

Healthcare workers (HCWs), as frontline soldiers in the fight against COVID-19, were more exposed to the risk of contracting this disease. In addition to facing psychological, social, and physical trauma and post-traumatic stress due to the corona pandemic, HCWs were also exposed to complications due to the use of personal protective equipment (PPE). The impermeable and confining nature of some PPE poses complications for HCWs that can endanger their physical health, while also affecting the quality of healthcare they provide. Among the complications of using PPE, respiratory problems are more worrisome than other complications. This article makes a suggestion of a breathing room (BR) to improve the health and performance of HCWs in caring for patients with infectious respiratory diseases. A debate on the strengths of the implementation of a BR in hospitals is described.

Are Health Caregivers safe from workplace violence? A cross sectional study on workplace safety from Tertiary Care Hospital of Uttarakhand

Background: The prevalence of workplace violence in the healthcare sector is a problem that is frequently ignored and underreported. The performance of healthcare workers who have been the target of violence may suffer, which may have a negative effect on patient satisfaction and health. Aims &amp; Objectives: The purpose of the current study was to determine the prevalence of workplace violence (WPV), risk factors for violence against healthcare workers, and their experiences regarding the same. Methodology: It was a cross-sectional study conducted on 157 hospital staff at Tertiary Care Medical College of Uttarakhand. Data was gathered using a semi-structured, self-administered questionnaire that was modified from the ILO, ICN, WHO, and PSI. Data were analyzed using SPSS software (version 20). Results: Factors like age, gender, job profile, lesser work experience, night shifts, and fewer staff on duty were found to have a positive association with workplace violence. It was observed that the majority of incidents took place in the ward, and the patient’s relatives were the attacker in most of the cases. It was also seen that the majority of Hospital staff did not get bothered by the incident except by staying super alert while dealing with other patients or their relatives. Conclusion: The study concludes that while caring for patients, Hospital staff are at risk of being victims of aggressive and violent situations. To reduce this problem, strategies like training staff in order to handle such incidents in the future should be brought into practice. Laws should be made stricter &amp; assaulting staff on duty should be made a cognizable offense with serious consequences &amp; heavy penalties. Also, the young budding MBBS students should be trained by incorporating these strategies, laws &amp; policies in the CBME curriculum

Team Workload and Performance of Healthcare Workers with Musculoskeletal Symptoms.

In healthcare professionals, musculoskeletal complaints are the most frequent health disorders with the greatest potential for productivity losses. The teamwork developed by these professionals can be a coping strategy, but it can also be one more demand for the maintenance of performance. For this reason, this research aimed to investigate the relationship between team workload and performance in healthcare workers with different intensities of musculoskeletal symptoms. A survey was conducted with health professionals from 24 institutions of the Brazilian public health system, recruited by stratified probability sampling. Through non-hierarchical cluster analysis, the sample was allocated into three groups based on the intensity of musculoskeletal symptoms. We analyzed the approximation between the variables of "team workload" and "performance" of the groups formed in the previous phase through multiple correspondence analysis. In the group with higher musculoskeletal symptom scores, there was lower performance and a worse team workload. As the intensity of symptoms decreased, team workload and performance became closer variables in a two-dimensional space, indicating that the relationship between team workload and performance is improved in situations of low musculoskeletal symptom intensity.

Strategic Leadership and Performance of Health Care Workers in the Northeastern Counties of Kenya

The Kenya Constitution in 2010 devolved health services provision to counties. Under the county governments, the provision of the health services have faced many challenges relating to human resource management, remuneration, service delivery and turnover hence begging the question as to whether counties have the capacity to manage the health function. Hence, the study sought to establish the relationship between strategic leadership and performance of health care workers in North Eastern Kenya counties. The study was anchored on the upper echelons theory. A descriptive cross sectional research design was used. The study target population was 3,000 Health care workers and 10 health managers in the counties. The sample size for the health care workers was 353 obtained using Yamane Formular. Besides, a census approach was undertaken for the health managers in the counties. The number of the health managers are few and manageable. Questionnaire was used to collect the data. Both descriptive and inferential analysis was done on the collected data. The study findings indicated that strategic leadership (idealized influence, vision development, inspirational motivation and contingent reward) is positively and significantly related performance of health care workers in North Eastern Counties of Kenya. The study recommended the management within the counties (health managers) need to exercise strategic leadership and all health professions be registered with a professional regulatory body. The health workers should be encouraged to remain in North Eastern regions despite the circumstances. The authorities mandated with quality health provision to coordinate and harmonize the development of health policies and laws that are effective and applicable to all. Keywords: Strategic leadership, performance, health care workers, northeastern counties, kanya

Intervening Effect of Employee Retention on the Relationship between Strategic Leadership and Performance of Health Care Workers in North Eastern Kenya

The efficiency of the healthcare workers determines the overall performance in a healthcare setting. The performance of the employees can be affected by internal and external factors. Thus, the study sought to examine the intervening effect of employee retention on the relationship between strategic leadership and performance of health care workers in north eastern Kenya. The study was anchored on job embeddedness theory. The research study adopted a correlation research design. The study target population was 3,000 Health care workers and 10 County leadership who included health managers working with County Health Department of Garissa, Wajir and Mandera. The sample size for the health care workers was 353 obtained using Yamane Formular. A census was undertaken for the health managers in the counties. Questionnaires were used to collect the data. Both descriptive and inferential analysis was done on the collected data. The study findings indicated there is a partial intervening effect of employee retention on the relationship between strategic leadership and performance of health care workers in North Eastern Counties of Kenya. The study concluded employee retention is influenced by employee empowerment, recognition, and remuneration. The regression model of strategic leadership on health worker performance was positively and significantly related. The study recommended the need of encouraging the health workers to remain in North Eastern regions despite the circumstances. There is a need of the county governments and other health care stakeholders to emphasize empowerment, recognition, remuneration and training and development of the health care workers. Keywords: Employee Retention, Strategic Leadership, Performance, Health Care Workers, Kenya