Staff Engagement Research Articles

By design

This paper takes a design research approach to the challenge of transforming learning and teaching in higher education (HE) as it is experienced at the level of an interdisciplinary team composed of content matter experts and specialists in education. It is based on the reflections of members of the team working collaboratively to transform an undergraduate biology unit, delivered in intensive mode in parallel with a standard teaching semester to improve both student engagement and teaching staff satisfaction. The unit learning design tests 21st century active learning pedagogies in the context preparing students for their professional lives. Using semi-structured interviews and reflective inquiry the authors attempt to uncover the salient features of the process of implementing technology enhanced learning, and generate constructive design solutions. The work is situated in the scholarship of learning and teaching as it encourages "reflection-in-action" and a commitment to sharing what works in STEM teaching and learning in contemporary environments. The teaching team focus on the complex problems of preparation, attendance, and engagement in a series of intensive labs, whilst the professional staff focus on the complex problems of innovation and student engagement in higher education. A number of known and hypothetical learning design principles are integrated with the affordances of the chosen learning environment (OneNote) and used to propose plausible solutions. These solutions are used to iteratively refine the learning environment and reveal new design principles. The data shows improved staff engagement with the unit and the students through an enhanced role in the application and development of modern pedagogies. The paper emphasises the benefits of providing for and supporting the emergence of microcultures, and suggest strategies for those that wish to emulate the approach taken.

Fidelity and acceptability of implementation strategies developed for adherence to a clinical pathway for screening, assessment and management of anxiety and depression in adults with cancer

BackgroundImplementation strategies are crucial to facilitate implementation success. To prepare and support implementation of a clinical pathway for screening, assessment and management of anxiety and depression in cancer patients (the ADAPT CP), six broad categories of implementation strategies; (1) Awareness campaigns, (2) Champions, (3) Education, (4) Academic Detailing and Support, (5) Reporting, (6) Technological Support, were developed. The aim of this paper is to describe the fidelity and acceptability of six categories of implementation strategies and any subsequent changes/adaptations made to those strategies.MethodsThe ADAPT CP was implemented in twelve cancer services in NSW, Australia, as part of a cluster randomised controlled trial of core versus enhanced implementation strategies. Fidelity to and any subsequent changes to the delivery of the planned six categories of implementation strategies were captured using the ADAPT contact log, which recorded the contacts made between the ADAPT research team and services, engagement meetings and monthly meetings. To explore acceptability and awareness/engagement with the implementation strategies, interviews with a purposively selected staff sample across both study arms were held prior to implementation (T0), six months into implementation (T1) and at the end of the 12-month implementation period (T2). Interviews were thematically analysed across the six categories of strategies.ResultsDelivery of all six categories of implementation strategies as planned was moderated by service context and resources and staff engagement. As such, for some implementation strategies, subsequent changes or adaptations to the content, mode of delivery, frequency and duration such as abbreviated training sessions, were made to optimise fidelity to and engagement with the strategies. Most strategies were perceived to be acceptable by service staff. Use of strategies prior to implementation of the ADAPT CP such as the engagement meetings and training sessions, positively impacted on ownership and preparedness to implement the ADAPT CP. Furthermore, ongoing support such as provision of additional training or monthly meetings facilitated increased awareness and engagement with the ADAPT program.ConclusionFlexibility in delivering implementation strategies, and ensuring staff engagement with, and acceptability of those strategies, can support implementation of interventions within healthcare settings.Trial registrationThe ADAPT CRCT was registered prospectively with the ANZCTR on 22/3/2017. Trial ID ACTRN12617000411347. https://www.anzctr.org.au/Trial/Registration/TrialReview.aspx?id=372486&isReview=true

Implementation and use of the Safewards model in healthcare services: A scoping review.

Safewards is a multi-intervention mental health nursing model of practice improvement aimed at preventing and reducing conflict and containment. The use of Safewards has now extended beyond mental health settings. Implementation of Safewards has been reported to be challenging and therefore requires an evidence-informed and structured approach. This review's objectives were to: (i) Comprehensively map approaches used to implement Safewards interventions; (ii) Characterise the outcomes measured in Safewards implementation studies; and (iii) Identify the facilitators and barriers to Safewards training and its implementation in practice. All quantitative, qualitative and mixed-methods publications of Safewards, the interventions, evaluations, barriers and facilitators from all healthcare services internationally were included. The Joanna Briggs Institute scoping review and Preferred Reporting Items for Systematic Reviews and Meta-Analysis extension for Scoping Reviews were used to guide methodology. Data were reported according to the 12 items of the TIDieR. Twenty-seven publications reported the implementation of Safewards. Descriptions were limited for reporting items such as intervention descriptions, materials, resources, specific procedures and processes, modifications made to interventions and delivery of interventions and training. No consistent theoretical implementation framework was reported. Collaboration, leadership, feedback and co-design were strong drivers for staff buy-in, engagement and success for implementation in mental health and acute settings. Transparency, replicability and generalisation require a detailed description of all elements of an intervention being implemented. Without adequate information, only assumptions can be drawn about the clinical governance and process of the implementation and training, and it is difficult to conclude when attempting to replicate the interventions.

Facilitators and barriers to adolescent participation in a TB clinical trial.

<sec id="st1"><title>BACKGROUND</title>The inclusion of adolescents in TB drug trials is essential for the development of safe, child-friendly regimens for the prevention and treatment of TB. TB Trials Consortium Study 31/AIDS Clinical Trials Group A5349 (S31/A5349) enrolled adolescents as young as 12 years old. We assessed investigator and coordinator described facilitators and barriers to adolescent recruitment, enrollment, and retention.</sec><sec id="st2"><title>METHODS</title>Interviews were conducted with six investigators from sites that enrolled adolescent participants and six investigators from non-enrolling sites. Additionally, two focus groups were conducted with study coordinators from enrolling sites and two focus groups with non-enrolling sites. Discussions were transcribed, analyzed, summarized, and summaries were reviewed by Community Research Advisors Group members and research group representatives for content validity.</sec><sec id="st3"><title>RESULTS</title>Investigators and coordinators attributed the successful enrollment of adolescents to the establishment and cultivation of external partnerships, flexibility to accommodate adolescents' schedules, staff engagement, recruitment from multiple locations, dedicated recruitment staff working onsite to access potential participants, creation of youth-friendly environments, and effective communications. Non-enrolling sites were mainly hindered by regulations. Suggestions for improvement in future trials focused on study planning and site preparations.</sec><sec id="st4"><title>CONCLUSION</title>Proactive partnerships and collaboration with institutions serving adolescents helped identify and reduce barriers to their inclusion in this trial.</sec>.

Assessing current handover practices in surgery: A survey of non-consultant hospital doctors in Ireland

BackgroundHandovers of care are potentially hazardous moments in the patient journey and can lead to harm if conducted poorly. Through a national survey of surgical doctors in Ireland, this paper assesses contemporary surgical handover practices and evaluates barriers and facilitators of effective handover. MethodsAfter ethical approval and pre-testing with a representative sample, a cross-sectional, online survey was distributed to non-consultant hospital doctors (NCHDs) working in the Republic of Ireland. A mixed-methods approach was used, combining data using triangulation design. Main findingsA total of 201 responses were received (18.5%). Most participants were senior house officers or senior registrars (49.7% and 37.3%). Most people (85.1%) reported that information received during handover was missing or incorrect at least some of the time. One-third of respondents reported that a near-miss had occurred as a result of handover within the past three months, and handover-related errors resulted in minor (16.9%), moderate (4.9%), or major (1.5%) harm. Only 11.4% had received any formal training. Reported barriers to handover included negative attitudes, a lack of institutional support, and competing clinical activities. Facilitators included process standardisation, improved access to resources, and staff engagement. ConclusionsSurgical NCHDs working in Irish hospitals reported poor compliance with international best practice for handover and identified potential harms. Process standardisation, appropriate staff training, and the provision of necessary handover-related resources is required at a national level to address this significant patient safety concern.

Implementing Team Retreats to Promote Staff Engagement in High-Risk Perinatal Care

Implementing Team Retreats to Promote Staff Engagement in High-Risk Perinatal Care

Advancing Medical Quality and Patient Safety through Full Staff Engagement in Quality Management

&lt;p&gt;亞東醫院隨著品安發展趨勢與各式品管活動之演進，從全面推動單位品質架構、建置自動化指標監測機制、鼓勵品質改善活動等，持續活絡院內醫品病安持續改善之動力與投入，落實考量病人的需求與整合納入病人的偏好，導入各式資訊及通訊技術，不斷地優化與智能化醫療服務流程與增進醫護團隊醫療決策輔助之深度，且以區域聯盟醫院共同精進之理念，與合作醫院建立品質提升夥伴關係，共同促進與提升醫療品質與改善病人安全。&lt;/p&gt; &lt;p&gt;&amp;nbsp;&lt;/p&gt;&lt;p&gt;As Far Eastern Memorial Hospital progresses with the evolving trends in safety and quality development and various quality management activities, it has fully committed to promoting a comprehensive department quality framework, establishing automated monitoring mechanisms for indicators, and encouraging quality improvement activities. These efforts are designed to sustain the momentum and investment in continuous improvements in medical quality and patient safety within the hospital. By integrating patient needs and preferences and by incorporating various information and communication technologies, the hospital continually optimizes the intelligence of medical service processes and enhances to depth of medical decision-making for healthcare teams. Additionally, with a philosophy of shared improvement with regional alliance hospitals, Far Eastern Memorial Hospital has established quality enhancement partnerships with collaborating institutions to jointly advance medical quality and enhance patient safety.&lt;/p&gt; &lt;p&gt;&amp;nbsp;&lt;/p&gt;

What Comprises of Job Satisfaction in Modern Employees? (IT Industry)

Abstract: In the rapidly changing modern workplace, it is extremely important for companies looking to recruit, retain, and inspire people to have a thorough awareness of the elements influencing modern workers' job satisfaction, especially in the IT sector. In an effort to better understand the complexities of modern workplaces, this research study examines the intricate interactions among work-life balance, employee engagement, and job satisfaction. Research gaps were found using an extensive evaluation of the literature, which prompted the development of research hypotheses. Data was gathered through secondary data analysis and questionnaire surveys using a quantitative research technique. The results showed a strong relationship between job satisfaction and staff engagement, highlighting the value of encouraging employee involvement to raise overall job satisfaction. Even though there was less of a correlation, there was still a favourable association between work-life balance and job satisfaction, demonstrating the significance of encouraging a good balance between work and personal duties. Theoretical implications emphasised the importance of work-life balance and employee engagement in fostering both organisational success and employee well-being, and they highlighted the role that job satisfaction plays in organisational wellbeing. The insights gained from managerial implications included customised employee engagement plans, adaptable work schedules, resource allocation for employee assistance, and the encouragement of inclusivity and diversity in the workplace. Despite many drawbacks, including possible self-reporting biases and the cross-sectional design, this study offers insightful information about the variables affecting job satisfaction in contemporary settings. Organisations can establish work cultures that promote employee satisfaction, productivity, and long-term success by placing a high priority on employee engagement, promoting work-life balance, and valuing diversity and inclusion.

Clinical Service Incorporating Mobile Technology on Weight Loss in Patients With Metabolic Dysfunction-Associated Steatotic Liver Disease: A Translation From Research Trial.

The prevalence and healthcare cost of metabolic dysfunction-associated steatotic liver disease (MASLD) has increased alongside the epidemic surge in obesity and Type 2 diabetes. Weight loss through lifestyle modification remains the primary effective therapy for MASLD. Incorporation of mobile technology in lifestyle interventions has been previously found to be efficacious and cost-effective in facilitating weight loss. However, there is a paucity of studies that have successfully translated lifestyle research into clinical service for weight loss to alleviate disease burden. Our study aimed to describe the process of translating a mobile technology-enabled trial into a tertiary hospital outpatient dietetics service for patients with MASLD. The Iowa Model of Evidence-Based Practice to Improve Quality Care was used as a framework for this paper to guide implementation at the organizational level. Regular engagement of key operational staff and the hospital management team facilitated open discussions of the challenges faced and enabled rapid implementation of strategies that contributed to the smooth piloting of the service. A service adoption rate of 81% was achieved. Preliminary outcome evaluation found that the percentage of patients achieving ≥ 5% weight loss from baseline at 6 months was comparable at 54% and 52% for the service and trial groups, respectively. Evaluation of the implementation process found that a hybrid model of care (in-person consultation supplemented with app coaching) preserved interpersonal connections while maximizing the convenience and scalability of mobile app-enabled service. Although high digital acceptance and adoption rates propelled by COVID-19-supported telehealth, it is prudent to assess patient's access to technology and digital literacy and offer resources to help them benefit from telehealth services.

Sự gắn kết của nhân viên y tế tại Bệnh viện Phụ Sản Nhi Bình Dương và một số yếu tố ảnh hưởng năm 2023

Describe the engagement of medical staff and analyze some influencing factors at Binh Duong Obstetrics anh Children Hospital in 2023. Research combining quantitative and qualiative at Binh Duong obstetrics and children hospital from October 2022 to October 2023Using the toolkit “Organizational Attachment Scale” and 12 in – depth interviews (170 health care staff). Results: 80% of medical staff are closely connected to the hospital, the average score is 4,23 ±0,56 points. Factors related to organizational cohesion include: age, seniority, marital status, department of work. Positive influencing factors: colleagues; training and development opportunities; leadership style, working environment; welfare policies, rewards &amp;recognition of achievements. Barrier medical staff are: income, fairness. Hospitals need to increase remuneration for doctors sending patients from outside, reduce commitment time, commit to serving the hospital after training, increase the starting income for nurses, repairs, adjustments. Fair technical service training regime among clinical departments, organization of management skills exams for key staff. Keywords: Organizational cohesion, Influential factors, Binh Duong obstetrics and children hospital.

Detection of and response to gender-based violence: a quality improvement project across three secondary mental health services in London.

Our team of core and higher psychiatry trainees aimed to improve secondary mental health service detection of and response to gender-based violence (GBV) in South East London. We audited home treatment team (HTT), drug and alcohol (D&A) service and in-patient ward clinical records (n = 90) for female and non-binary patients. We implemented brief, cost-neutral staff engagement and education interventions at service, borough and trust levels before re-auditing (n = 86), completing a plan-do-study-act cycle. Documented enquiry about exposure to GBV increased by 30% (HTT), 15% (ward) and 7% (D&A), post-intervention. We identified staff training needs and support for improving GBV care. Up to 56% of records identified psychiatric symptoms related to GBV exposure. Moves to make mental healthcare more trauma-informed rely on services first being supportive environments for enquiry, disclosure and response to traumatic stressors. Our collaborative approach across clinical services increased GBV enquiry and documentation. The quality of response is more difficult to measure and requires concerted attention.

Effect of Organizational Support in Terms of Training, Autonomy, and Technology on Work Engagement at Private Universities in Bangkok, Thailand

With rapid changes in technology, working styles in universities have also changed from traditional face-to-face to online and hybrid teaching. This study focused on the work engagement of faculty and staff at three private universities in Bangkok. The focus of the investigation was on how organizational support, in terms of training, autonomy, and technology, influenced the work engagement of faculty and staff in adopting new working styles. A self-administered questionnaire was used in the study. Valid questionnaire responses (N = 329) received were subjected to ordinal linear regression analysis. The results obtained indicated that organizational support in terms of training, autonomy, and technology was positively associated with work engagement (p = .009, .009, and .000 respectively). It is suggested that the universities need to provide sufficient training, autonomy, and technological know-how to their faculty and staff to help them transition to new ways of working smoothly. Finally, some managerial implications arising from the study are provided.

POSNA Leadership Program (PLP): Developing surgeon leaders for patients, organizations, and our society

POSNA initiated a Leadership Program in 2022. The POSNA Leadership Program (PLP) is designed to enhance emotional intelligence (social skills, empathy, communication, self-regulation, and self-awareness) and in-depth leadership skill development for selected participants in a year-long seminar. Disruptive behaviors detrimental to health care professionals, patients, and care delivery organizations can be identified and lessened through education.Most surgeons rightfully focus their learning intently on specific surgical knowledge and technical expertise, especially in the early and middle career stages. Despite this, surgical errors still occur secondary to limitations of non-technical surgical skills (NOTSS): decision making, communication, leadership and teamwork. More senior surgeons are also prone to leadership and communication errors. By gaining education and expertise in NOTSS, improved team building with more professional staff engagement, empowerment, and trust can result in lower risk.POSNA is focusing on subspecialty specific leadership education for mid-career pediatric orthopaedic surgeons to foster an enhanced future for our local and national organizations. The PLP leaders understand leadership is not about their own “fame and fortune”, but rather the success of “those they are privileged to lead” through career and programmatic development that enhances our mission of improving musculoskeletal care for children. The JPOSNA Leadership series will bring the PLP knowledge and expertise to the entire membership. Key concepts(1)leadership, followership, emotional intelligence, non-technical surgical skills

Reducing treatment delays of first episode psychosis through policy in Canada: a mixed methods analysis of service provider perspectives

IntroductionYoung people with a first episode of psychosis can achieve full remission with prompt treatment. Throughout Canada, early psychosis intervention programs are implementing policies to ensure timely delivery of services. One of Canada’s first early intervention services, the Prevention and Early Intervention for Psychosis program, set the guideline that all youth referred should receive an appointment within 72 hours. The availability of early intervention programs has increased significantly but the standards these programs have adopted to ensure timely delivery of services remains unknown.ObjectivesThis project aims to identify the policies and practices in early intervention programs that ensure timely delivery of services. Secondly, the project aims to understand the level of awareness of the 72-hour recommendation and the level of adoption of this recommendation. Thirdly, the project aims to identify the factors that facilitate and hinder a program’s ability to reach and maintain their benchmarks for timely delivery of services.MethodsParticipants included 17 service delivery providers from four early intervention programs located in socio-culturally distinct regions in Canada. Participants completed a survey about their program’s service delivery policies and practices. We led individual semi-structured interviews with seven service providers to identify the barriers and facilitators to delivering timely care. We conducted frequency analyses of the survey data and thematic analysis of the interviews to identify emerging themes.ResultsForty-one percent of survey respondents indicated that their program implemented formal policies to minimize the delay to the first appointment, with benchmarks ranging from 72 hours to 12 weeks. The majority of program managers interviewed were aware of the 72-hour benchmark, voiced satisfaction with standards, and felt that establishing standards was helpful to delivering quality services. Average time between referral and first appointment ranged from 10 days to 12 weeks; however, more than half of survey respondents were unaware of the average delay in their program. Notable barriers to implementation included patient non-responsiveness, insufficient staffing, and missing patient contact information from referrals. The service providers reported engaged staff, flexible schedules, and team-based care as facilitators to meeting service delivery benchmarks.ConclusionsBenchmarks such as the 72-hour recommendation are an excellent step in improving timeliness of delivery of early intervention services. Common barriers to meeting benchmarks, such as patient adherence and staff resources may be difficult to overcome; however, implementing standardized referral forms and processes, increasing staff engagement, providing flexible schedules, and encouraging team-based care could improve timely delivery of services.Disclosure of InterestNone Declared

Lessons Learned from a National Hospital Antibiotic Stewardship Implementation Project

BackgroundThe goal of antibiotic stewardship programs (ASPs) is to ensure patients receive effective therapy while minimizing adverse events. To overcome barriers commonly faced in implementing successful ASPs, AHRQ established a multifaceted, nationwide Safety Program for Improving Antibiotic Use in 2018. This report summarizes the lessons learned from the implementation of this initiative based on structured interviews with ASP leaders. MethodsAt the completion of the one-year initiative, semi-structured exit interviews were conducted with site leaders at 151 of the 402 hospitals that participated. These interviews consisted of open-ended questions about the perceived effectiveness of components of the Safety Program. Qualitative analyses incorporated both deductive coding themes (based on existing literature) and an iteratively developed inductive coding framework (based on salient themes that emerged from a subset of interviews). ResultsSeveral components of the Safety Program were identified as effective in expanding local stewardship activities, including techniques and strategies to implement sustainable ASPs, access to Implementation Advisors to keep sites engaged, provision of local benchmarked antibiotic use data to compare to similar hospitals, and Safety Program materials such as the antibiotic time-out tool to integrate stewardship techniques into daily work flows. The biggest challenges to greater effectiveness were suboptimal frontline staff engagement and difficulty changing antibiotic prescribing culture. Some approaches used to overcome these barriers (i.e., peer-to-peer communication and education through team huddles, identifying physician champions, informal rounds to enhance collegiality and buy-in, and engagement of hospital leadership) were also identified. ConclusionsLessons learned from the Safety Program can be applied by other teams looking to promote an effective ASP at their hospital or system. The themes that emerged in this study likely also have relevance across a wide range of large-scale quality improvement initiatives.

Creating psychologically informed environments on acute psychiatric wards: a lived experience-led study of staff experience

Psychologically informed environments aim to transform acute psychiatric settings by providing person-centred, recovery-oriented care. To meet the challenges of implementing these principles, an intensive support programme, derived from the Comprehend, Cope and Connect model, was designed to promote a recovery-focused service. This study aimed to implement the programme in acute wards and explore staff perspectives on its implementation. Qualitative data were gathered from focus groups and semi-structured interviews with ward staff where it was implemented. These were conducted by interviewers with lived experience of acute services. Thematic analysis was used to identify themes from the interviews. Participants were multidisciplinary clinical staff (N = 10) from various professions, including nurses, occupational therapists, and ward managers. Themes were Positive impact on clinical work(n = 9); Importance of programme consistency (n = 7); Significant barriers to implementation (n = 6); Positive impact on patients (n = 6); Positive impact on ward environment (n = 5); Collaboration between professions (n = 5);Increased psychological mindedness of staff (n = 5); Patient barriers to using skills (n = 4); and Increased staff confidence and knowledge (n = 4). Findings indicated acceptability and enthusiasm for the programme. There appear to be clear benefits to staff engaging in psychologically informed programmes, such as increasing their confidence and improving staff unity, in addition to a positive impact on teams, working practice and patients. The findings also highlight barriers to implementation, including staffing levels and patient engagement. Further training and research is required to develop staff awareness of using psychological formulations and to engage patients in these approaches.

Examining the Integration of a GPS-based Staff Performance Monitoring and Assessment System within Academic Settings

Research evidence of manipulations of appraisal systems of various institutions in Nigeria abound, and little is known about the application of a Geographical positioning system (GPS) enabled system in this context. To cover this gap, this study investigates the integration of a real-time staff performance monitoring and assessment system with GPS technology, within academic settings. With the increasing emphasis on quality education and efficient resource utilization, academic institutions are exploring innovative approaches to monitor staff performance and student outcomes. The integration of real-time performance systems offers a promising avenue to achieve these goals by providing timely feedback, fostering accountability, and facilitating data-driven decision-making processes. This study outlines the key components of such a system, including its technological infrastructure, data collection methods, and performance evaluation metrics. Additionally, it explores the potential benefits and challenges associated with its adoption, considering factors such as staff engagement, privacy concerns, and institutional culture. Through a comprehensive examination of existing literature and case studies, this research aims to provide valuable insights and recommendations for academic institutions seeking to leverage real-time staff performance monitoring for institutional enhancement and educational excellence. While this study highlights the significance of stakeholder collaboration and continuous improvement mechanisms in ensuring the successful integration and sustained effectiveness of the monitoring system, it introduces a nuanced novel GPS technology and highlights some design implications which will guide future human-computer interaction researchers.

Parent and staff experiences of a feasibility trial evaluating neurally adjusted ventilatory assist in infants with acute viral bronchiolitis: A qualitative study.

There is limited literature regarding family and staff experiences of participating in clinical trials. A qualitative study was embedded in the NAVABronch feasibility trial evaluating the effectiveness of a novel mode of ventilation, neurally adjusted ventilatory assist (NAVA), in infants with acute viral bronchiolitis. The aim of this qualitative study was to explore the experiences of parents and health care practitioners (HCPs) involved in the NAVABronch Trial. Semi-structured interviews were conducted with two parents and two focus groups were held with six HCPs. Four themes were identified from the focus groups: (1) Creating staff engagement, (2) Education to deliver NAVA, (3) Normalizing NAVA in clinical practice (4) Creating meaningful study outcomes and (5) support of parents during the trial, this theme was generated from the parent interviews. The findings indicated the need for education regarding NAVA for HCPs which would lead to increased confidence, better guidance around the use of NAVA and the need for NAVA to be normalized and embedded into the unit culture. Parents identified the need for further support around preparation for what may happen as a result of the interventions, particularly the weaning of sedation. Our study indicates that staff and parents had no concerns regarding the trial methods and procedures. Conducting clinical trials in Paediatric Intensive Care Units (PICUs) is challenging and complex. There is limited literature regarding family and staff experiences of participating in clinical trials. Understanding their experiences is crucial in ensuring trial success.

The Impact of Coronavirus (Covid-19) Pandemic on Employee Engagement and Performance: A Case Study of MTN Nigeria Telecommunications Limited

The covid-19 pandemic has brought an unprecedented impact on employee engagement and performance. The changing workplace environment has triggered psychological pressure and uncertainty and caused negative consequences for employees. In light of this unplanned situation that affect employees and the predictive closed relationship between employee engagement and performance, this study was developed to identify the key drivers of staff engagement and performance and its impact on organizational performance in the current context. The literature review showed different ways that researchers, organizations, and scholars perceive employee engagement. Several models and theories explained the concept of Employee engagement and performance and provided a context that directs the impact of COVID-19 on staff engagement and performance. The primary source of data collection was the online questionnaire. A random sampling of 339 staff was selected from a population of 1,700 employees in the different departments in MTN Nigeria out of which 306 respondents provided their feedback and this constituted the sample size while no response from 33 employees. Five hypotheses were formulated, and a conclusion was drawn from them. The calculation and analysis were obtained using the IBM Statistical Package for Social Sciences (SPSS) to get the Pearson Product Moment Correlation Coefficient while regression analysis was used to analyse the stated hypotheses. The result summary was analyzed considering the key objectives, it was evident that the majority of the employees felt alienated and disengaged due to the prolonged work-from-home, no informal meetings and socializations even though they still felt engaged while working for the organization.

What’s the preferences of medical staff for providing health education service? – A discrete choice experiment in Beijing, China

ObjectiveTo quantify medical staff preferences for providing health education service in hospitals. MethodsThis study took medical staff in the department of internal medicine of hospitals in Beijing, China as the research subjects, and designed a discrete choice experiment (DCE) to investigate the health education service provision preferences of them. Through various methods, 8 attributes and corresponding levels were determined. An online survey was conducted among the medical staff of the sample hospitals from May to June 2023. Participants’ preferences were analyzed using conditional logit and mixed logit models. ResultsFinally, 831 respondents completed the questionnaire, among which 600 cases passed the consistency test. All the attributes included in this study had an impact on medical staff’ health education service preferences (P < 0.001). The most important one with the greatest impact on the health education service delivery behavior of the respondents was "department working atmosphere-encouraging health education" (β = 4.062, P < 0.001). ConclusionIn this study, the departmental work atmosphere and performance bonuses emerged as crucial factors influencing the engagement of medical staff in health education work. Practical implicationsHospitals should prioritize measures to improve the health education working atmosphere in departments to increase the enthusiasm of medical staff to provide services.