Human Resources for Health最新文献

{"title":"Correction: The transition of human resources for health information systems from the MDGs into the SDGs and the post-pandemic era: reviewing the evidence from 2000 to 2022.","authors":"Pamela A McQuide, Andrew N Brown, Khassoum Diallo, Amani Siyam","doi":"10.1186/s12960-024-00890-4","DOIUrl":"10.1186/s12960-024-00890-4","url":null,"abstract":"","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"22 1","pages":"7"},"PeriodicalIF":3.9,"publicationDate":"2024-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10782666/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139425681","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":"Establishment of clinical pharmacy services: evidence-based information from stakeholders.","authors":"Manase Kilonzi, Ritah F Mutagonda, Dorkasi L Mwakawanga, Hamu J Mlyuka, Wigilya P Mikomangwa, Wema A Kibanga, Alphonce Ignace Marealle, Bertha Mallya, Deogratias Katabalo, Sofia Sanga, Fredrick Kalokola, John Rwegasha, Rose Magambo, John Mmassy, Sungwa Kabissi, Josephine A Balati, Peter Maduki, Omary Mashiku Minzi, Appolinary A R Kamuhabwa","doi":"10.1186/s12960-023-00887-5","DOIUrl":"10.1186/s12960-023-00887-5","url":null,"abstract":"<p><p>High morbidity and mortality related to the use of drugs resulted in demand for clinical pharmacy services (CPS) globally. In developed countries, the evolution of pharmacists' role in direct patient care started in the 1960s. The participation of pharmacists in CPS has resulted in positive clinical, economic, and humanistic outcomes. In developing countries, efforts have started to ensure pharmacists are engaged in the provision of CPS. However, the efforts are hampered by poorly defined pharmacist career paths, financial constraints, and a lack of political willingness. In Tanzania, efforts started in 2008, in which CPS was introduced into the Bachelor of Pharmacy curriculum, followed by the initiation of a postgraduate program on hospital and clinical pharmacy in 2013. A regulation was released by the Tanzania Ministry of Health in 2020 to enforce pharmacists' engagement in providing CPS. In 2021, a project was launched in the country, aiming to strengthen the provision of CPS in public and faith-based hospitals by training on-job pharmacists. The project was implemented in phases, including stakeholders' engagement, baseline survey, training, and supportive supervision of the trained pharmacists. Therefore, this commentary aims to share what we experienced during project implementation, the achievements, challenges, and key lessons learned.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"22 1","pages":"6"},"PeriodicalIF":3.9,"publicationDate":"2024-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10782669/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139418315","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":"A Delphi consensus study to determine the workload components and activity standards of dietitians in South Africa's central and tertiary public hospitals.","authors":"Vertharani Nolene Naicker, Keshan Naidoo, Jane W Muchiri, Modiehi Heather Legodi","doi":"10.1186/s12960-023-00883-9","DOIUrl":"10.1186/s12960-023-00883-9","url":null,"abstract":"<p><strong>Background: </strong>The global Human Resources for Health (HRH) strategy emphasizes the need to invest in HRH to meet population needs and improve the provision of quality health care services. In South Africa, dietitians are recognized as registered professionals who provide nutrition services. In this paper, we used 2 key steps (3 and 4) of the eight step World Health Organization (WHO) Workload Indicators of Staffing Need (WISN) methodology to determine the workload components and activity standards for dietitians at South African central and tertiary public hospitals.</p><p><strong>Methods: </strong>All (9) provincial nutrition managers (phase one) and 21 out of a total 22 head dietitians at central and tertiary public hospitals (phase two) participated in an online survey. In phase one, the provincial managers provided the job descriptions (JDs) of dietitians in their provinces, and the JDs were analyzed to determine the baseline workload components. In phase two, dietitians participated in a multi-stage Delphi process to reach consensus on workload components and activity standards. Consensus was deemed to be agreement of 70% or more, while the median of participants' responses was used to obtain consensus on the activity standards.</p><p><strong>Results: </strong>The JDs of dietitians were a useful baseline for the consensus exercise as there were no other suitable source documents. The response rate was 100% for all three rounds of the Delphi survey. Dietitians reached agreement (consensus ≥ 70%) on 92% of proposed workload components and activity standards. Following the removal of duplicate and certain administrative activities, a total of 15 health, 15 support and 15 additional service activities with aligned activity standards resulted from the consensus exercise.</p><p><strong>Conclusion: </strong>The Delphi technique was a suitable method for reaching agreement on workload components and activity standards for dietitians at South African central and tertiary public hospitals. The findings from this study can now be used to compile a standardized list of workload components and activity standards and ultimately to determine dietetic staffing needs for the central and tertiary public hospital level of care.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"22 1","pages":"4"},"PeriodicalIF":3.9,"publicationDate":"2024-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10773060/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139404664","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":"The UK prosthetic and orthotic workforce: current status and implications for the future.","authors":"Nicola Eddison, Aoife Healy, Enza Leone, Caroline Jackson, Bracken Pluckrose, Nachiappan Chockalingam","doi":"10.1186/s12960-023-00882-w","DOIUrl":"10.1186/s12960-023-00882-w","url":null,"abstract":"<p><strong>Background: </strong>Prosthetists and orthotists (POs) are the smallest of the 14 allied health profession (AHP) workforces within NHS England. Obtaining data on the workforce has always been challenging due to this information being held across different organisations. An understanding of the prosthetic and orthotic (P&O) workforce is essential to ensure that it is adequately equipped to meet the evolving needs of users of P&O services. The study aims to estimate the size and composition, for the first time, of the UK P&O workforce and P&O service provision.</p><p><strong>Methods: </strong>To gather the required information, two surveys (one for the UK P&O workforce and one for UK P&O private company) and two freedom of information (FOI) requests [one for all NHS Trusts and Health Boards (HB) in the UK and one for the higher education institutes in the UK offering programmes leading to registration as a PO were developed and distributed from September to December 2022.</p><p><strong>Results: </strong>The P&O workforce survey received a 74% response rate (863 POs) and 25 private companies reported employing one or more P&O staffing groups. From the FOI requests, 181 of a potential 194 Trusts/Health Boards and all four higher education institutions responded. The study indicated a total of 1766 people in the UK P&O workforce, with orthotists and orthotic technicians representing the largest percentage of the workforce at 32% and 30%, respectively. A greater percentage of prosthetists (65%) and orthotists (57%) were employed by private companies compared to the NHS. Only 34% of POs stated that they \"definitely\" planned to remain in the workforce for the next 5 years. The current UK PO employment levels are 142 to 477 short of the World Health Organisation's (WHO) recommendation.</p><p><strong>Conclusions: </strong>The low job satisfaction amongst many POs and the projected increase in the number of people who will require prosthetic and/or orthotic care in the UK are challenges for future UK P&O services. Strategies are required to create a sustainable and resilient workforce that can meet the needs of a changing healthcare landscape.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"22 1","pages":"3"},"PeriodicalIF":3.9,"publicationDate":"2024-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10773099/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139404666","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":"Comparison of medical students' considerations in choosing a specialty: 2020 vs. 2009/10.","authors":"Hanna Schroeder, Alon Shacham, Shimon Amar, Charles Weissman, Josh E Schroeder","doi":"10.1186/s12960-023-00885-7","DOIUrl":"10.1186/s12960-023-00885-7","url":null,"abstract":"<p><strong>Background: </strong>Workforce shortage in healthcare and particularly in physicians poses a threat to healthcare delivery and its quality. In comparison to other OECD countries, Israel currently has a small number of medical graduates relative to its number of physicians, naturally emphasizing the importance of ensuring that this population chooses to remain in medicine. Understanding what is most important to medical students can help improve working conditions in residency. Such information is particularly needed to facilitate policy planning that will encourage the next generation of physicians to specialize in medical fields that are experiencing shortages. We hypothesized that between 2009/2010 and 2020, there were significant changes in medical students' preferences regarding their considerations for choosing a medical specialty.</p><p><strong>Methods: </strong>We compared cross-sectional data from questionnaire-based surveys of 5th year medical students performed in 2009-2010 and 2020 at two Israeli universities.</p><p><strong>Results: </strong>Of the 335 medical students who responded (237 and 98 in 2009/2010 and 2020, respectively) those in 2020 were 2.26 less likely vs. those in 2009/2010, to choose a residency for its high-paying potential (P < 0.05), and had significantly more interest in residencies with greater teaching opportunity (98.8% vs 82.9%, P < 0.05), increased responsibility and chances to make clinical decisions on their own (67.9% vs 51.6%, P < 0.05). Criteria important to both the 2009/2010 and 2020 students were choosing a bedside specialty (70.2%vs 67.9%, NS), and an interesting and challenging specialty (95.2%v s 91.3%, NS).</p><p><strong>Conclusions: </strong>These results partially supported our hypothesis that medical students' preferences have changed over the years, though there are fundamental factors that apparently reflect medical students' nature that do not change over time.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"22 1","pages":"5"},"PeriodicalIF":3.9,"publicationDate":"2024-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10773044/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139404665","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":"Factors affecting the quality of working life among nurses caring for Syrian refugee camps in Jordan.","authors":"Islam Oweidat, Abeer Omari, Mohammed ALBashtawy, Al Omar Saleh, Tahani Alrahbeni, Khalid Al-Mugheed, Ayman Daifallah Ismail Alsheikh","doi":"10.1186/s12960-023-00884-8","DOIUrl":"10.1186/s12960-023-00884-8","url":null,"abstract":"<p><strong>Objectives: </strong>The global refugee crisis, exacerbated by the Syrian war, has placed tremendous strain on Jordan's healthcare system and infrastructure, notably impacting nurses working in refugee camps. The aim to identify factors influencing nurses' Quality of life at work (QWL) and understand their significance in crisis healthcare environments.</p><p><strong>Methodology: </strong>A cross-sectional study was conducted in multiple healthcare facilities within Syrian refugee camps. A convenient sample of 166 nurses participated, and data were collected using the Brook's Quality of Nursing Work Life Survey. Data analysis included descriptive and inferential (one-way ANOVA) statistics. Significance level was set at 0.05.</p><p><strong>Results: </strong>Nurses in this study generally reported a moderate QWL, with an average score of 152.85, indicating that their overall work experience falls into the moderate range. The study found that nurses perceived their work-life/home-life balance (mean score 25.79), work design (mean score 35.71), work context (mean score 71.37), and work world (mean score 19.96) at levels indicative of moderate satisfaction. There were no statistically significant differences in QWL among participating nurses, suggesting that factors other than demographic characteristics may play a more influential role in determining nurses' QWL in the unique context of refugee caregiving.</p><p><strong>Conclusion: </strong>This study underscores that working within refugee healthcare missions and recommends targeted interventions to enhance their well-being.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"22 1","pages":"1"},"PeriodicalIF":3.9,"publicationDate":"2024-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10763280/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139088960","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":"Hesitancy among Iranian nursing students regarding future career trajectory: a qualitative analysis.","authors":"Farnoosh Shafiei, Mostafa Amini-Rarani, Koen Ponnet, Maryam Moeeni","doi":"10.1186/s12960-023-00881-x","DOIUrl":"10.1186/s12960-023-00881-x","url":null,"abstract":"<p><strong>Background: </strong>The shortage of skilled nurses is a major concern for health systems worldwide. This may be partly due to the hesitancy of some nurses to enter or remain in the nursing career. This shortage consequently reduces the quality of standard patient care, increases patients' length of stay in a hospital, increases medical costs, and results in patients' dissatisfaction. This study aimed to explore hesitancy among senior undergraduate nursing students to pursue a career in nursing.</p><p><strong>Methods: </strong>This qualitative study adopted a thematic analysis approach. The population comprised senior undergraduate nursing students at Isfahan University of Medical Sciences, Iran, who indicated that they were hesitant to pursue a career in nursing. The study sampling was performed from May 2021 till February 2022 and continued until data saturation. Twenty-four interviews were conducted with the selected students. The attributes related to hesitancy among senior undergraduate nursing students to pursue a career in nursing were extracted as themes and sub-themes.</p><p><strong>Results: </strong>Four themes were identified: academic idiosyncrasies, individual characteristics, poor nursing market regulations (sub-themes: nursing as a tough and intense career, and unfavorable employment contracts), and the peculiarities of the workplace (sub-themes: conflict within work environment, and barriers to professional nursing practice).</p><p><strong>Conclusions: </strong>The findings of this study showed that senior undergraduate nursing students weigh their future career options from various academic, personal, professional, and work environment dimensions. The findings provide new insights for decision makers to design and implement innovative strategies to promote retention in nursing careers. We recommend to provide academic counseling for all students and applicants of nursing before they enter the nursing education. Furthermore, we suggest to improve study and work environments, and to implement incentive programs to enhance enthusiasm of nursing students for pursuing a nursing career.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"22 1","pages":"2"},"PeriodicalIF":3.9,"publicationDate":"2024-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10762914/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139088961","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":"Health expenditure: how much is spent on health and care worker remuneration? An analysis of 33 low- and middle-income African countries.","authors":"Hapsatou Toure, Maria Aranguren Garcia, Juana Paola Bustamante Izquierdo, Seydou Coulibaly, Benjamin Nganda, Pascal Zurn","doi":"10.1186/s12960-023-00872-y","DOIUrl":"10.1186/s12960-023-00872-y","url":null,"abstract":"<p><strong>Objectives: </strong>To assess the amount spent on health and care workforce (HCW) remuneration in the African countries, its importance as a proportion of country expenditure on health, and government involvement as a funding source.</p><p><strong>Methods: </strong>Calculations are based on country-produced disaggregated health accounts data from 33 low- and middle-income African countries, disaggregated wherever possible by income and subregional economic group.</p><p><strong>Results: </strong>Per capita expenditure HCW remuneration averaged US$ 38, or 29% of country health expenditure, mainly coming from domestic public sources (three-fifths). Comparable were the contributions from domestic private sources and external aid, measured at around one-fifth each-23% and 17%, respectively. Spending on HCW remuneration was uneven across the 33 countries, spanning from US$ 3 per capita in Burundi to US$ 295 in South Africa. West African countries, particularly members of the West African Economic and Monetary Union (WAEMU), were lower spenders than countries in the Southern African Development Community (SADC), both in terms of the share of country health expenditure and in terms of government efforts/participation. By income group, HCW remuneration accounted for a quarter of country health expenditure in low-income countries, compared to a third in middle-income countries. Furthermore, an average 55% of government health expenditure is spent on HCW remuneration, across all countries. It was not possible to assess the impact of fragile and vulnerable countries, nor could we draw statistics by type of health occupation.</p><p><strong>Conclusions: </strong>The results clearly show that the remuneration of the health and care workforce is an important part of government health spending, with half (55%) of government health spending on average devoted to it. Comparing HCW expenditure components allows for identifying stable sources, volatile sources, and their effects on HCW investments over time. Such stocktaking is important, so that countries, WHO, and other relevant agencies can inform necessary policy changes.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"21 1","pages":"96"},"PeriodicalIF":3.9,"publicationDate":"2023-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10734162/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138832082","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":"Professional care workforce: a rapid review of evidence supporting methods of recruitment, retention, safety, and education.","authors":"Meg E Morris, Natasha K Brusco, Rachael McAleer, Stephen Billett, Lisa Brophy, Rosemary Bryant, Leeanne Carey, Amy Conley Wright, Christine East, Marion Eckert, Kristina Edvardsson, Deirdre Fetherstonhaugh, Sally Fowler-Davis, Margarita Frederico, Richard Gray, Doug McCaskie, Carol McKinstry, Rebecca Mitchell, Brian Oldenburg, Nora Shields, Karen Smith, Evelien Spelten, Nicholas Taylor, Claire Thwaites, Suzanne Young, Irene Blackberry","doi":"10.1186/s12960-023-00879-5","DOIUrl":"10.1186/s12960-023-00879-5","url":null,"abstract":"<p><strong>Background: </strong>Across the care economy there are major shortages in the health and care workforce, as well as high rates of attrition and ill-defined career pathways. The aim of this study was to evaluate current evidence regarding methods to improve care worker recruitment, retention, safety, and education, for the professional care workforce.</p><p><strong>Methods: </strong>A rapid review of comparative interventions designed to recruit, retain, educate and care for the professional workforce in the following sectors: disability, aged care, health, mental health, family and youth services, and early childhood education and care was conducted. Embase and MEDLINE databases were searched, and studies published between January 2015 and November 2022 were included. We used the Quality Assessment tool for Quantitative Studies and the PEDro tools to evaluate study quality.</p><p><strong>Results: </strong>5594 articles were initially screened and after applying the inclusion and exclusion criteria, 30 studies were included in the rapid review. Studies most frequently reported on the professional nursing, medical and allied health workforces. Some studies focused on the single domain of care worker education (n = 11) while most focused on multiple domains that combined education with recruitment strategies, retention strategies or a focus on worker safety. Study quality was comparatively low with a median PEDro score of 5/10, and 77% received a weak rating on the Quality Assessment tool for Quantitative Studies. Four new workforce strategies emerged; early career rural recruitment supports rural retention; workload management is essential for workforce well-being; learning must be contextually relevant; and there is a need to differentiate recruitment, retention, and education strategies for different professional health and care workforce categories as needs vary.</p><p><strong>Conclusions: </strong>Given the critical importance of recruiting and retaining a strong health and care workforce, there is an immediate need to develop a cohesive strategy to address workforce shortfalls. This paper presents initial evidence on different interventions to address this need, and to inform care workforce recruitment and retention. Rapid Review registration PROSPERO 2022 CRD42022371721 Available from: https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42022371721.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"21 1","pages":"95"},"PeriodicalIF":3.9,"publicationDate":"2023-12-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10720209/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138810302","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":"Human resource management research in healthcare: a big data bibliometric study.","authors":"Xiaoping Qin, Yu-Ni Huang, Zhiyuan Hu, Kaiyan Chen, Lin Li, Richard Szewei Wang, Bing-Long Wang","doi":"10.1186/s12960-023-00865-x","DOIUrl":"10.1186/s12960-023-00865-x","url":null,"abstract":"<p><p>Human resource management (HRM) in healthcare is an important component in relation to the quality and efficiency of healthcare delivery. However, a comprehensive overview is lacking to assess and track the current status and trends of HRM research in healthcare. This study aims to describe the current situation and global trends in HRM research in healthcare as well as to indicate the frontiers and future directions of research. The research methodology is based on bibliometric mapping using scientific visualization software (VOSviewer). The data were collected from the Web of Science(WoS) core citation database. After applying the search criteria, we retrieved 833 publications, which have steadily increased over the last 30 years. In addition, 93 countries and regions have published relevant research. The United States and Australia have made significant contributions in this area. Current research articles focus on topics clustered into performance, hospital/COVID-19, job satisfaction, human resource management, occupational/mental health, and quality of care. The most frequently co-occurring keywords are human resource management, job satisfaction, nurses, hospitals, health services, quality of care, COVID-19, and nursing. There is limited research on compensation management and employee relations management, so the current HRM research field still has not been able to present a complete and systematic roadmap. We propose that our colleagues should consider focusing on these research gaps in the future.</p>","PeriodicalId":39823,"journal":{"name":"Human Resources for Health","volume":"21 1","pages":"94"},"PeriodicalIF":3.9,"publicationDate":"2023-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10696747/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138488656","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}