Human Resources for Health最新文献

{"title":"Determinants of equitable public health human resource allocation in China: a multidimensional analysis using RIF-I-OLS decomposition.","authors":"Hao Wang, Guoliang Ma, Hui Lu","doi":"10.1186/s12960-025-01019-x","DOIUrl":"https://doi.org/10.1186/s12960-025-01019-x","url":null,"abstract":"<p><strong>Background: </strong>Rapid economic development and urbanization in China have improved population health outcomes, but exacerbated inequalities in the allocation of public health human resources (PHHR). Existing studies largely rely on static measures and offer limited insights into the mechanisms driving these disparities. This study systematically identifies and quantifies the determinants influencing public health workforce allocation in China, aiming to provide empirical evidence to guide policy interventions.</p><p><strong>Methods: </strong>This study analyzed the allocation of PHHR across 31 Chinese provinces from 2018 to 2022, employing four inequality indices: Gini coefficients (Gini), concentration index (CI), absolute Gini (AGini), and absolute concentration index (ACI). Two-way analysis of variance (ANOVA) and bivariate correlation analyses were used to assess temporal and regional variations. The recentered influence function-index-ordinary least squares (RIF-I-OLS) method was applied to decompose these inequality indices. This approach quantified the contributions of key factors, including the illiteracy rate among the population aged 15 years and above, government health expenditure, number of professional public health institutions (PPHI), mortality rate from Class A and B infectious diseases (IDs), and life expectancy (LE), while distinguishing between characteristic effects and coefficient effects.</p><p><strong>Results: </strong>Between 2018 and 2019, inequity in PHHR allocation increased (Gini: 0.3792-0.3844; CI 0.0215-0.0495). In contrast, from 2019 to 2022, allocation equity improved (Gini: 0.3715; CI 0.0279). A greater number of PPHIs, a lower mortality rate of class A and B IDs, and longer LE helped mitigate inequalities, whereas a lower illiteracy rate among the population aged ≥ 15 years and increased governmental health expenditure exacerbated disparities. Inequality in PHHR allocation during 2018-2019 was primarily driven by characteristic effects, whereas in 2021-2022, coefficient effects became dominant, underscoring the role of institutional and systemic factors.</p><p><strong>Conclusions: </strong>While the equity of PHHR allocation in China has shown modest improvement, structural and institutional factors remain key determinants of lingering inequities. This highlights the need for targeted policies to optimize the distribution of the public health workforce.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"23 1","pages":"54"},"PeriodicalIF":4.3,"publicationDate":"2025-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145303880","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The role of leadership in enhancing non-technical skills in healthcare: a qualitative study in a Balkan context.","authors":"Ruhija Hodza-Beganovic, Peter Berggren, Samuel Edelbring","doi":"10.1186/s12960-025-01022-2","DOIUrl":"10.1186/s12960-025-01022-2","url":null,"abstract":"<p><strong>Background: </strong>Leadership is widely recognized as essential for fostering collaborative healthcare teams and improving patient outcomes. However, there is limited research on how leadership supports the development of nonclinical skills in healthcare settings in many low- and middle-income countries, including those in the Balkan region. This study addresses that gap by examining how leadership roles and practices enhance non-technical skills (NTSs)-such as communication, teamwork, and role clarity-among healthcare workers in the Balkans while also considering sustainable development, organizational values, cultural influences, and social dynamics.</p><p><strong>Methods: </strong>A qualitative approach was employed, drawing on data collected from three workshops conducted between 2018 and 2022 in university hospital clinics in Bosnia and Herzegovina, Kosovo, and Montenegro. Data sources included observations of group discussions, focus groups, and semi-structured interviews with healthcare leaders. Reflexive thematic analysis was used to identify patterns and develop key themes.</p><p><strong>Results: </strong>Four key themes emerged regarding the role of leadership in the development of NTSs: (1) defining roles and responsibilities, (2) fostering communication and teamwork, (3) promoting readiness for change, and (4) developing leadership competencies. The participants noted that clear role definitions enhanced team coordination, inclusive communication reduced misunderstandings, supportive leadership eased resistance to change, and mentorship served as a valuable mechanism for leadership development.</p><p><strong>Conclusion: </strong>Leadership plays a key role in strengthening NTSs in Balkan healthcare contexts by promoting communication and teamwork within culturally and hierarchically complex environments. Role clarity, open dialogue, and shared accountability emerged as key factors for effective team performance and patient safety. These findings highlight the need for leadership development and the implementation of formal training initiatives-such as structured mentorship programs-to foster collaborative and resilient healthcare systems in low- and middle-income countries.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"23 1","pages":"53"},"PeriodicalIF":4.3,"publicationDate":"2025-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12516859/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145287147","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Assessment of human resource for eye health services in Southern Ethiopia.","authors":"Zelalem Mehari, Ashiyana Nariani","doi":"10.1186/s12960-025-01007-1","DOIUrl":"10.1186/s12960-025-01007-1","url":null,"abstract":"&lt;p&gt;&lt;strong&gt;Background: &lt;/strong&gt;Human resources related to eye health are critical to significant reductions in blindness and low vision on a global and regional scale. Blindness and visual impairment affect the quality of life, poverty rates, and employment and educational opportunities of people with visual impairment. This study aimed to assess the availability and distribution of human resources for eye care to determine gaps in eliminating preventable and treatable blindness.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;Methods: &lt;/strong&gt;This study employed a descriptive cross-sectional design. Data were collected using a structured, self-administered questionnaire distributed electronically via the KoboToolbox platform. The survey targeted all government, private, and NGO/Mission eye care facilities across the two regions. The respondents were primarily heads or coordinators of eye care units; in cases of nonresponse, senior staff members were invited to complete the questionnaire. The tool gathered information on the type, number, and distribution of eye care professionals, as well as the services provided at each facility.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;Result: &lt;/strong&gt;Out of the 77 public hospitals and 642 public health centers, only 39 (5.4%) provided eye care services. A total of 48 facilities were provided with eye care services, each of which served 388,765 people in the two regions. Thirty-nine (81.3%) were government owned, 5 (10.4%) were private for profit, and 4 (8.3%) were NGO/Mission owned. In these facilities, a total of 217 eye care professionals were practicing: 30 were ophthalmologists, 10 were cataract surgeons, 93 were optometrists, 62 were ophthalmic nurses, 6 were ophthalmic officers, one was a low vision specialist, and 15 were optical technicians. The only low vision specialist identified was an optometrist with additional training in low vision care. The mean number of cataract operations performed per unit per year was 860 (range: 30-2,800). The CSR of the SNNPR and Sidama regions was 1086 operations/million population/year in 2022. Among all the eye care centers in the study area, 50% provided cataract surgery services, 19% provided glaucoma surgery services, and 90% provided refraction services. Only one facility had panretinal photocoagulation (PRP) and intravitreal injection services. However, none of the facilities provided an in vitro retinal surgery service.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;Conclusion: &lt;/strong&gt;The findings of this study indicate that the current human resource capacity for eye care in southern Ethiopia remains below the recommended thresholds outlined by the World Health Organization (WHO) and the IAPB Africa Strategic Plan. Furthermore, the distribution of eye care professionals is uneven, with the majority living in urban centers, whereas many rural areas remain critically underserved. These disparities suggest the need for more targeted workforce planning and support for rural deployment. However, these conclusions should be interpreted cautiously, give","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"23 1","pages":"52"},"PeriodicalIF":4.3,"publicationDate":"2025-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12495797/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145226083","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Medical students as resident assistants: a novel approach to tackling the medical workforce shortage conundrum.","authors":"Uri Manor, Ohad Bitan, Nurit Saban-Reich, Reut Shoham, Gal Ben-Haim, Erez Rechavi, Vered Robinzon, Gad Segal, Arnon Afek, Yael Frenkel-Nir","doi":"10.1186/s12960-025-01018-y","DOIUrl":"10.1186/s12960-025-01018-y","url":null,"abstract":"<p><p>The shortage in medical workforce is a global health problem, and a focus of health system policy makers and organizations. Worldwide, one of the solutions for providing adequate healthcare services has been the establishment of advanced practice provider (APP) roles. Israel was a late adopter of these professions. Contrarily, a unique profession arose locally in the early 2000's, the medical student resident assistant (MSRA). Defined as a post for Israeli medical students during their clinical years, who assist physicians with their medical work during evening shifts, and under their supervision. Since, working as an MSRA has become commonplace among Israeli medical students. In an attempt to estimate MSRA workforce trends since their emergence, we screened the Sheba Medical Center's employee data from 2003 to 2023. A total of 1,423 separate employee contracts were identified, with an average employment length of 2.0 years. The majority of MSRAs worked in the adult medicine departments (849, 60%), followed by surgery (220, 15%), pediatrics (208, 15%), obstetrics and gynecology (126, 9%), and psychiatry (11, 1%). Overall, 46% of MSRAs became interns and 25% became residents at the SMC. From a total of 595 current residents in the SMC, 118 (20%) had previously worked as MSRAs. Between 2022 and 2023, 29% of students from affiliated universities who conducted clerkships in the SMC were recruited as MSRAs. MSRAs, de-facto another readily available APP role, have been an integral part of the Israeli health system workforce in the last 20 years. Paid medical student assistantship programs like MSRAs could be a true \"win-win-win\" situation, combining experience-based medical education (ExBL) and paid work while supporting the overstretched health workforce. The effect of this role on the patient, on the system, and on the MSRAs themselves has not been described or researched. We call for extensive research on the clinical, academic, educational, occupational, financial and workforce aspects of the MSRA entity in Israel and suggest implementation of similar roles worldwide.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"23 1","pages":"51"},"PeriodicalIF":4.3,"publicationDate":"2025-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12486562/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145200819","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Gender gap in medicine: a call to action for Latin America.","authors":"Laura Negrotto, Teresita Corona Vázquez, Carolina Ibañez, Paola Montenegro, Priscilla Monterrey, Carmen Pupareli, Erika Ruiz-García, Clara Inés Saldarriaga Giraldo, Marise Samama, Tannia Soria Samaniego, Taysser Sowley, María Célica Ysrraelit, Ivonne Andrea Díaz","doi":"10.1186/s12960-025-00998-1","DOIUrl":"https://doi.org/10.1186/s12960-025-00998-1","url":null,"abstract":"","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"23 1","pages":"50"},"PeriodicalIF":4.3,"publicationDate":"2025-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12398171/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144973070","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Prevalence and risk factors of burnout symptoms among nurses during the COVID-19 pandemic: an updated systematic review and meta-analysis.","authors":"Feten Fekih-Romdhane, Frederic Harb, Sana Al Banna, Sahar Obeid, Souheil Hallit","doi":"10.1186/s12960-025-01012-4","DOIUrl":"10.1186/s12960-025-01012-4","url":null,"abstract":"<p><strong>Background: </strong>COVID-19 has been a substantial challenge for nurses globally, as they have gone through prolonged crisis times where they were continually under immense psychological pressure. Working in these conditions for months and years has resulted in an increase in the prevalence of job burnout among nurses. This systematic review was conducted to provide solid evidence on the prevalence of burnout and its related factors among nursing staff in different parts of the world after the occurrence of the COVID-19 pandemic.</p><p><strong>Methods: </strong>Several electronic databases were searched, between January 2020 and September 15, 2024, for relevant studies, namely MEDLINE, Web of Science, Embase, Scopus, ScienceDirect, ProQuest, APA PsycINFO, Google Scholar, and EBSCOhost Research Platform. Multiple search keywords were defined for the search process. The Newcastle-Ottawa Scale was used to evaluate the quality of each study included. Our main outcome was the prevalence of burnout in nurses during COVID-19. We subsequently analyzed our data by age (< 30 vs. ≥ 30 years), country income levels (defined based on the World Bank Classification for the 2023 fiscal year), and culture (Western vs. Non-Western). We used RevMan software, developed by Cochrane, to perform the statistical analysis. The outcomes were assessed using odds ratios (OR) with corresponding 95% confidence intervals (CI) to ensure accurate and reliable estimates.</p><p><strong>Results: </strong>Data from the 19 studies and 11 countries indicated an overall burnout prevalence rate of 59.5% in the nurse population during COVID-19. In addition, analyses of 37 studies and 15,015 nurses revealed a pooled prevalence rate for emotional exhaustion of 36.1%. Analyses of 36 studies involving 14,864 nurses showed a pooled prevalence rate for depersonalization of 32.4%. Finally, data from 36 studies and 14,864 participants found a pooled prevalence rate for reduced personal accomplishment of 33.3%. Regarding subgroup analysis of total burnout by nurses' characteristics, our results demonstrated that nurses working in higher income countries reported significantly higher prevalence rates of burnout relative to those working in low- and lower-to-middle-income countries. Those working in a Western context exhibited significantly higher risk for overall burnout compared to those working in a non-Western context. Finally, comparisons across age groups noted significantly higher levels of burnout among nurses aged 30 years and above compared to those aged < 30 years.</p><p><strong>Conclusion: </strong>This review urges nursing leaders' intervention, hospital administrators, and policymakers to minimize and prevent burnout among nurses, especially during crises times such as the COVID-19 pandemic. This review also encourages further research into efficient evidence-based interventions to support nurses and combat burnout in the nursing profession.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"23 1","pages":"48"},"PeriodicalIF":4.3,"publicationDate":"2025-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12395724/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144973135","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Exploring financial difficulty and help-seeking behaviour among medics in the United Kingdom: a cross-sectional survey.","authors":"Monisha Edirisooriya, Milou Silkens, Asta Medisauskaite","doi":"10.1186/s12960-025-01008-0","DOIUrl":"https://doi.org/10.1186/s12960-025-01008-0","url":null,"abstract":"<p><strong>Background: </strong>While an intensifying workforce crisis and industrial action across the United Kingdom (UK) healthcare system has shed light on financial strains medics in the UK may face, there remains a lack of evidence on how various groups among an increasingly diversifying profession may be affected. This study explored experiences of financial difficulties and help-seeking behaviours across different demographic groups of medics.</p><p><strong>Methods: </strong>The demographic characteristics, financial worries and difficulties, and help-seeking behaviours of 442 medical students and doctors in the UK were surveyed. Inferential statistics and regression analyses were undertaken in SPSS. Qualitative responses regarding improving help-seeking underwent content analysis.</p><p><strong>Results: </strong>Over 80% of participants reported ever worrying about their finances. One-third had ever experienced financial difficulty. Of these, there were a higher percentage of medics with a disability (53.4%) than without a disability (30.4%); and with caring roles (47.2%) compared to those without (30.4%). LGBTQ + participants were 3.5 times more likely to have ever worried about their financial situation compared to those identifying as heterosexual. Those with a non-UK Primary Medical Qualification (PMQ) were twice as likely to experience financial difficulty compared to UK-PMQ respondents. Education and workplace sources of financial help were more likely to be sought by those without a disability, those with a UK-PMQ, participants in the ≤ 25 age bracket and students in comparison to doctors. Participants with a non-UK PMQ, participants aged 36-45 years, and doctors were more likely to seek external support. The most common responses to improving early help-seeking stemmed around improving understanding of the available support, and reducing stigma.</p><p><strong>Conclusions: </strong>Experiences of financial insecurity among medics are extremely common. Our study has highlighted that LGBTQ + medics and those with a non-UK PMQ may be particularly vulnerable to financial problems as well as those with a disability or caring role. Education and workplace mechanisms of financial support may be underutilised by medics with disabilities, those with a non-UK PMQ, and those in postgraduate settings more broadly. Institutions should seek to improve awareness and accessibility of financial support.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"23 1","pages":"49"},"PeriodicalIF":4.3,"publicationDate":"2025-08-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12395633/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144973048","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Evaluating the impact of field epidemiology training programs: a descriptive review of the published literature.","authors":"James A Flint, Tambri Housen, Rachel Hammersley-Mather, Martyn D Kirk, David N Durrheim","doi":"10.1186/s12960-025-01015-1","DOIUrl":"https://doi.org/10.1186/s12960-025-01015-1","url":null,"abstract":"<p><p>Field epidemiology training programs (FETPs) are designed to equip public health professionals with the skills necessary to investigate, monitor, and respond to disease outbreaks and other public health emergencies. Since the 1950s, when the first FETP started in the United States, the training model has been adopted by numerous countries around the world. Today, there are 98 FETPs in operation, and over 20,000 graduates. This review assesses published studies that report on the evaluation of FETPs. A literature search yielded 402 records, with 16 publications meeting inclusion criteria after duplicate removal and eligibility screening. The 16 FETP evaluations encompassed 37 national and four regional assessments across 26 countries. Most of the evaluations were descriptive reviews using quantitative methods focusing on outputs and short- or medium-term outcomes. Only four published evaluations focused on longer term impacts of an FETP. The evaluations describe and quantify numerous outputs and outcomes, providing evidence of trainees and graduates applying skills to strengthen core health system functions. Several challenges were also identified, including poor utilisation of FETP graduates by senior management stemming from a limited understanding of what field epidemiologists can contribute to the health system. While these evaluations indicate that FETPs are successful training programs, there are relatively few published impact evaluations providing the level of evidence increasingly expected by funders and stakeholders. There is a need and opportunity to develop tools and resources to support FETP evaluators in the implementation of impact evaluations.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"23 1","pages":"47"},"PeriodicalIF":4.3,"publicationDate":"2025-08-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12392668/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144973061","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How many specialists and residents in Clinical Psychology are required in the Spanish National Health System? A needs-based study.","authors":"Javier Prado-Abril, Xacobe Fernández-García, Patricia Barber, Irene de la Vega, Raül Vilagrà, Eduardo Fernández-Jiménez","doi":"10.1186/s12960-025-01017-z","DOIUrl":"https://doi.org/10.1186/s12960-025-01017-z","url":null,"abstract":"<p><strong>Background: </strong>The Spanish National Health System (NHS) faces a significant shortage of clinical psychologists with only 5.58 per 100,000 inhabitants. This study aimed to estimate the required number of specialists and residents in Clinical Psychology to provide adequate psychological treatments to the population in the NHS.</p><p><strong>Methods: </strong>A needs-based model was adapted to forecast the required total number of clinical psychologists and the annual increase in the positions of residents in Clinical Psychology (PIR). This model followed five steps: (1) obtaining Spanish prevalence rates for three broad mental disorder categories (depression, anxiety, and others or severe mental disorders) from the 2017 National Health Survey (ENSE); (2) multiplying the prevalence rates by the Spanish population aged ≥ 15 years; (3) defining the percentage of cases eligible for treatment under three predefined scenarios (protocolized, intermediate, and adjusted); (4) operationalizing the characteristics of the three treatment scenarios (session number and duration); and (5) calculating the total number of clinical psychologists and the annual increase required for PIR positions.</p><p><strong>Results: </strong>Depending on the treatment scenario, the estimations show a need for clinical psychologists ranging from 1665 to 13,527 for treating depressive disorders, 1792-9799 for anxiety disorders, and 2074-8294 specifically for severe mental disorders. On the other hand, depending on the treatment scenario and the timeframe to achieve the estimated number of professionals (within 3, 5, 8, or 10 years), for example, to achieve those estimations of professionals within 3 years, and according to the adjusted treatment scenario, the Spanish health system should offer approximately 481 PIR positions yearly during 3 years.</p><p><strong>Conclusions: </strong>A significant increase in the number of PIR positions is necessary to meet the growing demand for psychological treatment in the Spanish NHS. Investing in a mental-health workforce can lead to substantial health and economic benefits. This study provides valuable insights for workforce planning and highlights the importance of addressing the shortage of clinical psychologists in the NHS.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"23 1","pages":"46"},"PeriodicalIF":4.3,"publicationDate":"2025-08-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12379381/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144973051","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Determinants of clinical nutrition knowledge, attitudes, and practices of the nutrition workforce in Vietnam's public hospitals.","authors":"Yen Ngoc Ma, Linh Thuy Nguyen, Son Thanh Ha, Hirotsugu Aiga","doi":"10.1186/s12960-025-01014-2","DOIUrl":"https://doi.org/10.1186/s12960-025-01014-2","url":null,"abstract":"<p><strong>Background: </strong>Nutrition professionals are expected to play a crucial role in providing appropriate nutrition interventions to patients. Globally, nutrition professionals in clinical settings are dietitians. However, many healthcare workers with different educational backgrounds are employed at nutrition departments of hospitals in Vietnam. No earlier study has attempted to evaluate the competence of the nutrition workforce. Our objective was to assess the knowledge, attitudes, and practices (KAPs) of the current nutrition workforce in Vietnam.</p><p><strong>Methods: </strong>A cross-sectional healthcare facility-based study was conducted with 256 employees working at nutrition departments of 75 public hospitals from 7 October to 19 November 2023. Clinical nutritional KAP was evaluated via a questionnaire. KAP levels were categorized as ≥ 50% \"adequate\" and < 50% \"inadequate\". The chi-square test and logistic regression were used for bivariate analyses of categorical independent variables. T tests and Mann‒Whitney U tests were used for bivariate analyses of interval ratio variables. Multivariate analysis was performed to identify the determinants of KAP. The significance level was defined as p < 0.05.</p><p><strong>Results: </strong>The proportion of the nutrition workforce with adequate clinical nutrition knowledge, attitudes, and practices was 62.9%, 65.2%, and 62.9%, respectively. Compared with non-qualified nutrition professional (non-QNPs), QNPs accounted for a significantly greater proportion of those with adequate clinical knowledge (80.2% vs. 54.1%, p < 0.001) and practice (86.1% vs. 51.2%, p < 0.001). The determinants of having adequate clinical nutrition knowledge were identified: (i) being responsible for clinical nutrition; (ii) being responsible for food safety and hygiene monitoring; (iii) working at a high-level hospital; and (iv) working at hospitals in Hanoi. Adequate clinical nutrition practices were determined by (i) serving as a dietetic preceptor; (ii) having adequate clinical nutrition knowledge; and (iii) working at hospitals in Hanoi. Undergraduate educational background was the only determinant of having adequate positive attitudes of the nutrition workforce.</p><p><strong>Conclusions: </strong>Non-QNPs had slightly poorer clinical nutrition knowledge and practice than QNPs. Medical doctors and preventative medicine doctors demonstrated poorer attitudes toward nutrition-related tasks than dietitians. The study recommended that hospitals in Vietnam employ QNPs (dietitians) rather than recruiting non-QNPs. Alternatively, non-QNPs should be gradually replaced by QNPs.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"23 1","pages":"45"},"PeriodicalIF":4.3,"publicationDate":"2025-08-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12379503/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144973124","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}