Journal of Healthcare Leadership最新文献

{"title":"The Relation Between Organizational Justice and Counter-Productive Work Behavior Among Health Care Professionals in Jimma Zone Public Health Institutions.","authors":"Kebebe Adugna,&nbsp;Bezawit Birhanu,&nbsp;Alemi Kebede,&nbsp;Gelila Abraham,&nbsp;Yisalemush Asefa,&nbsp;Matebu Gezahign,&nbsp;Gemechis Gunja,&nbsp;Beshea Gelana","doi":"10.2147/JHL.S365129","DOIUrl":"10.2147/JHL.S365129","url":null,"abstract":"Background Counterproductive behavior costs organizations and their members which will ultimately affect work-related outcomes and organizational success. Organizational justice has the potential to affect the level of counter productive behavior. However, there is a paucity of studies to show the link between counterproductive behavior and organizational justice dimensions in the Ethiopian health care system context. Therefore, the purpose of this research was to look into the link between organizational justice, and counterproductive work behavior among health care professionals. Methods The 395 study participants were chosen using a facility-based cross-sectional study methodology. A proportionate stratified systematic random sampling technique was deployed to select study participants from health facilities. Data was gathered using a structured self-report questionnaire by CWB Scale that was developed by Spector and Fox (2005) with Cronbach’s alpha of an average of (0.84–0.87). Data was obtained, cleaned, and entered by Epidata3.1. Finally, for descriptive and inferential statistical analysis, the data was exported to SPSS version 23.0. Results According to the findings, 159 (40.3%) of the study participants engaged in counterproductive job activities. Organizational justice was assumed to be fair by about half of the respondents, 202 (52.2%). Distributive Justice (=−0.141, p.05) was found to be a significant and negative predictor of counterproductive work behavior in the regression analysis. Age (β=−0.014, p< 0.05), the average number of hours worked every week (β=−0.009, p< 0.05), and experience (β=0.016, p< 0.05) were found to be significant predictors of the counterproductive work behaviors. Conclusion and Recommendation This study indicated that distributive justice show significant contribution in reduction of counterproductive work behaviour.As a result, improving organizational justice can aid to reduce counterproductive work behavior which in turn increases the facility’s productivity.","PeriodicalId":44346,"journal":{"name":"Journal of Healthcare Leadership","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2022-08-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://ftp.ncbi.nlm.nih.gov/pub/pmc/oa_pdf/c2/72/jhl-14-119.PMC9364987.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"40614587","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Promise and Provisos of Artificial Intelligence and Machine Learning in Healthcare.","authors":"Anish Bhardwaj","doi":"10.2147/JHL.S369498","DOIUrl":"https://doi.org/10.2147/JHL.S369498","url":null,"abstract":"<p><p>Artificial Intelligence (AI) and Machine Learning (ML) promise to transform all facets of medicine. Expected changes include more effective clinical triage, enhanced accuracy of diagnostic interpretations, improved therapeutic interventions, augmented workflow algorithms, streamlined data collection and processing, more precise disease prognostication, newer pharmacotherapies, and ameliorated genome interpretation. However, many caveats remain. Reliability of input data, interpretation of output data, data proprietorship, consumer privacy, and liability issues due to potential for data breaches will all have to be addressed. Of equal concern will be decreased human interaction in clinical care, patient satisfaction, affordability, and skepticism regarding cost-benefit. This descriptive literature-based treatise expounds on the promise and provisos associated with the anticipated import of AI and ML into all domains of medicine and healthcare in the very near future.</p>","PeriodicalId":44346,"journal":{"name":"Journal of Healthcare Leadership","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2022-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://ftp.ncbi.nlm.nih.gov/pub/pmc/oa_pdf/d8/df/jhl-14-113.PMC9309280.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"40639488","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Confirmatory and Exploratory Factor Analysis for Validating Allen and Meyer Organizational Commitment Questionnaire for Health Professionals in Ethiopia-Amharic Language.","authors":"Wubetu Agegnehu,&nbsp;Dinaol Abdissa,&nbsp;Dereje Alemayehu","doi":"10.2147/JHL.S364973","DOIUrl":"https://doi.org/10.2147/JHL.S364973","url":null,"abstract":"<p><strong>Background: </strong>Ethiopia does not have validated tools for assessing organizational commitment. The aim of this study was to develop an Ethiopian version of the organizational commitment questionnaire (OCQ-Eth) and to evaluate its psychometric properties in the assessment of organizational commitment in healthcare organizations in Ethiopia.</p><p><strong>Methods: </strong>A cross-sectional study was conducted in 14 healthcare facilities of the Bench-Sheko zone. The collected data were entered into EpiData version 3.1. The data were then exported into STATA version 14.1 and SPSS version 22 for analysis. Confirmatory factor analysis and exploratory factor analyses were performed for psychometric evaluation of OCQ in the Ethiopian context.</p><p><strong>Results: </strong>Confirmatory factor analysis showed the original model for organizational commitment did not meet the acceptable model fit. After confirmatory factor analysis, exploratory factor analysis was performed and subsequent confirmatory factor analysis resulted in the development of OCQ-Eth with 16 items classified under four factors (continuance, affective, normative, and concern for the organization) which explained 61.2% of cumulative variance. The three measures of organizational commitment exhibited discriminant and convergent validity. The model fit was improved after exploratory factor analysis.</p><p><strong>Conclusion: </strong>The extracted factor structure exhibited acceptable goodness of fit. The instrument was fit to evaluate the organizational commitment of healthcare professionals of Ethiopia.</p>","PeriodicalId":44346,"journal":{"name":"Journal of Healthcare Leadership","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2022-06-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://ftp.ncbi.nlm.nih.gov/pub/pmc/oa_pdf/0d/e3/jhl-14-99.PMC9249382.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"40556939","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"COVID-19 Pandemic and Physician Burnout: Ramifications for Healthcare Workforce in the United States.","authors":"Anish Bhardwaj","doi":"10.2147/JHL.S360163","DOIUrl":"https://doi.org/10.2147/JHL.S360163","url":null,"abstract":"<p><p>Across the United States, physician burnout is progressively escalating, with accompanying negative sequelae for myriad stakeholders in healthcare, including communities, patients, physicians, and Healthcare Organizations (HCOs) with essential manpower implications. This ubiquitous trend is due to complex and multifactorial elements, including individual physician-related influences, generational perspectives, sociocultural communal effects, HCOs, and more recently the mounting challenges accompanying the COVID-19 pandemic. To achieve the overarching goals of US healthcare provision (ie, safe, effective, patient-centered, timely, efficient, and equitable patient care), proposed solutions should focus on longitudinal actionable data acquisition to meet workforce needs preemptively, resource allocation for wellness programs geared towards enhancing recruitment and retention, and shared responsibility at the level of individual physician and HCO. This descriptive literature-based treatise expounds on the underlying causality for physician burnout, its consequences for the healthcare workforce in the US, and provides individual- and institution-based solutions for its mitigation.</p>","PeriodicalId":44346,"journal":{"name":"Journal of Healthcare Leadership","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2022-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://ftp.ncbi.nlm.nih.gov/pub/pmc/oa_pdf/8f/aa/jhl-14-91.PMC9206033.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"40104346","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Giving 200%: Workplace Flexibility and Provider Distress Among Female Physicians.","authors":"Maria C Caperelli Gergel,&nbsp;Danielle L Terry","doi":"10.2147/JHL.S359389","DOIUrl":"https://doi.org/10.2147/JHL.S359389","url":null,"abstract":"<p><strong>Introduction: </strong>Evidence suggests that female physicians experience higher rates of burnout compared to their male counterparts and are less likely to be satisfied with work-life integration. Understanding factors related to burnout and job turnover among female physicians is particularly relevant given the nationally projected physician shortage and maldistribution of providers. It may be particularly important to explore these factors among resident physicians, as many organizations might aim to pipeline these individuals into their existing workforce. This study aimed to (a) determine prevalence estimates of access to childcare and identify specific difficulties faced by working female physicians who are parents; (b) examine associations between provider distress and workplace flexibility; (c) examine differences in resident and non-resident physicians regarding workplace flexibility and access to parental resources.</p><p><strong>Methods: </strong>Participants included 839 female medical providers who completed electronic surveys via social media. Descriptive, correlational, and linear regression analyses were used to examine associations.</p><p><strong>Results: </strong>Few providers indicated that they had access to daycare through their workplace (7.2%, n = 62), but over three quarters of the group indicated that they wished they had access to daycare (76.0%, n = 638). Stress and burnout were negatively associated with how supported female physicians felt at work. This was the case for time off for parental leave, access to a comfortable space and adequate time for breastfeeding, flexibility of the job to handle family conflicts, and amount of time available for family and professional development.</p><p><strong>Discussion: </strong>Future research might examine whether medical organizations that implement childcare facilities for working female physicians are more likely to retain and/or attract physicians to their employment.</p>","PeriodicalId":44346,"journal":{"name":"Journal of Healthcare Leadership","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2022-06-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://ftp.ncbi.nlm.nih.gov/pub/pmc/oa_pdf/46/ee/jhl-14-83.PMC9199524.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"40041112","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Leadership Style, Work Engagement and Organizational Commitment Among Nurses in Saudi Arabian Hospitals","authors":"R. Al-Dossary","doi":"10.2147/JHL.S365526","DOIUrl":"https://doi.org/10.2147/JHL.S365526","url":null,"abstract":"Purpose The purpose of this paper is to examine how nurse managers’ leadership styles, work engagement, and nurses’ organizational commitment are related in Saudi Arabia. Methods This study used a cross-sectional design using an online survey instrument targeted at nurse managers and nurses working in Saudi Arabian hospitals. Multi-factor leadership questionnaire (MLQ), organizational commitment questionnaire (OCQ), and Utrecht Work Engagement Scale (UWES) were used in the Questionnaire. The survey link is forwarded to HR administrators of 71 hospitals, which includes public, private, and public–private partnership hospitals. The survey link was active from 27th November 2021 to 18th December 2021, and at the end of the survey, 394 responses were received. After removing the incomplete responses, 390 participant responses are considered for data analysis. t-tests and correlation analysis are used to analyze the data. Results Among the participants, 84.4% of the participants were nurses and 15.6% were nurse managers. Significant difference (p < 0.05) of opinions is observed among nurse managers in relation to transformational and transactional leadership styles and engagement. Transformational and transactional leaderships are positively correlated with organizational commitment and nurses’ engagement. Conclusion Differences in leadership style perceptions among nurses and nurse managers reflected issues in nursing management, which have to be addressed in light of rapid infrastructural changes owing to Saudi vision 2030.","PeriodicalId":44346,"journal":{"name":"Journal of Healthcare Leadership","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44766552","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Impact of Total Automaton on the Clinical Laboratory Workforce: A Case Study.","authors":"Yaser A Al Naam, Salah Elsafi, Majed H Al Jahdali, Randa S Al Shaman, Bader H Al-Qurouni, Eidan M Al Zahrani","doi":"10.2147/JHL.S362614","DOIUrl":"10.2147/JHL.S362614","url":null,"abstract":"<p><strong>Background: </strong>There has been a significant concern that total automation can decrease the need for laboratory personnel at all levels. The objective of this study was to investigate the impact of total laboratory automation on the clinical laboratory workforce.</p><p><strong>Methods: </strong>A one-year data including the demographical features of laboratory workforce and technical productivity of laboratory tests were provided by two medical laboratory departments of similar profile and different equipment setup; one adopting a total automation system and the other utilizing discrete analysis system. The technical productivities of the two laboratories were compared and statistically tested.</p><p><strong>Results: </strong>A similar technical productivity per single laboratory worker was noted in the hematology section in each of the two sites with no significant difference (average odd radio = 0.9, p = 0.79). However, with total automation, the number of tests performed per single worker has increased to an average of 1.4 and 3.7 times with total automation in the clinical chemistry and serology sections, respectively (p ≤ 0.001).</p><p><strong>Conclusion: </strong>Total laboratory automation improves the productivity of the laboratory, leading to a decreased laboratory workforce. The laboratory workload has increased steadily therefore, the existing laboratory workforce, in the absence of automation, could not have been able to maintain the current volume of service. Adoption of automation reduces repetitive manual labor, thereby allowing the redefinition of the job roles of the laboratory workforce. TLA is ideal for laboratories that suffer from workforce shortages or managing high volume testing with less staff.</p>","PeriodicalId":44346,"journal":{"name":"Journal of Healthcare Leadership","volume":null,"pages":null},"PeriodicalIF":3.4,"publicationDate":"2022-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9109973/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42829999","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"An Adaptation of the RAND/UCLA Modified Delphi Panel Method in the Time of COVID-19","authors":"M. Broder, S. Gibbs, I. Yermilov","doi":"10.2147/JHL.S352500","DOIUrl":"https://doi.org/10.2147/JHL.S352500","url":null,"abstract":"Abstract The RAND/UCLA modified Delphi panel method is a formal group consensus process that systematically and quantitatively combines expert opinion and evidence by asking panelists to rate, discuss, then re-rate items. The method has been used to develop medical society guidelines, other clinical practice guidelines, disease classification systems, research agendas, and quality improvement interventions. Traditionally, a group of experts meet in person to discuss results of a first-round survey. After the meeting, experts complete a second-round survey used to develop areas of consensus. During the COVID-19 pandemic, this aspect of the method was not possible. As such, we have adapted the method to conduct virtual RAND/UCLA modified Delphi panels. In this study, we present a targeted literature review to describe and summarize the existing evidence on the RAND/UCLA modified Delphi panel method and outline our adaptation for conducting these panels virtually. Transitioning from in-person to virtual meetings was not without challenges, but there have also been unexpected advantages. The method we describe here can be a cost-effective and efficient alternative for researchers and clinicians.","PeriodicalId":44346,"journal":{"name":"Journal of Healthcare Leadership","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46017640","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Building Individual and Organizational Wellness Through Effective Followership","authors":"Lauren A Weber, J. Bunin, Joshua D. Hartzell","doi":"10.2147/JHL.S357107","DOIUrl":"https://doi.org/10.2147/JHL.S357107","url":null,"abstract":"Abstract Burnout is widespread across the healthcare industry. Physician burnout has been linked to significant decrements in personal wellness, patient satisfaction, patient outcomes, and organizational financial losses. Appropriately, burnout has been identified as an important issue for leaders in the field as it can lead to physician turnover and loss of talent. In this article, we address how burnout is related to followership. We assert that physicians can utilize effective followership to increase wellness not only for themselves, but also for their leaders and organizations.","PeriodicalId":44346,"journal":{"name":"Journal of Healthcare Leadership","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2022-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47176734","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Engaging Frontline Physicians in Value Improvement: A Qualitative Evaluation of Physician-Directed Reinvestment","authors":"S. Vilendrer, Alexis Amano, S. Asch, C. Brown-Johnson, A. Lu, Paul Maggio","doi":"10.2147/JHL.S335763","DOIUrl":"https://doi.org/10.2147/JHL.S335763","url":null,"abstract":"Purpose Physicians can limit upward trending healthcare costs, yet legal and ethical barriers prevent the use of direct financial incentives to engage physicians in cost-reduction initiatives. Physician-directed reinvestment is an alternative value-sharing arrangement in which a health system reinvests a portion of savings attributed to physician-led cost reduction initiatives back into professional areas of the physicians’ choosing. Formal evaluations of such programs are lacking. Methods To understand the impact of Stanford Health Care’s physician-directed reinvestment in its first year (2017–2018) on physician engagement, adherence to program requirements around safety and fund use, and factors facilitating program dissemination, semi-structured qualitative interviews with physician participants, non-participants, and administrative stakeholders were conducted July-November 2019. Interview transcripts were qualitatively analyzed through an implementation science lens. To support contextual analysis of the qualitative data, a directional estimation of the program’s impact on cost from the perspective of the health system was calculated by subtracting annual maintenance cost (derived from interview self-reported time estimates and public salary data) from internal cost accounting of the total savings from first year cohort to obtain annual net benefit, which was then divided by the annual maintenance cost. Results Physician participation was low compared with the overall physician population (n=14 of approximately 2300 faculty physicians), though 32 qualitative interviews suggested deep engagement across physician participants and adherence to target program requirements. Reinvestment funds activated intrinsic motivators such as autonomy, purpose and inter-professional relations, and extrinsic motivators, such as the direction of resources and external recognition. Ongoing challenges included limited physician awareness of healthcare costs and the need for increased clarity around which projects rise above one's existing job responsibilities. Administrative data excluding physician time, which was not directly compensated, showed a direct cost savings of $8.9M. This implied an 11-fold return on investment excluding uncompensated physician time. Conclusion A physician-directed reinvestment program appeared to facilitate latent frontline physician innovation towards value, though additional evaluation is needed to understand its long-term impact.","PeriodicalId":44346,"journal":{"name":"Journal of Healthcare Leadership","volume":null,"pages":null},"PeriodicalIF":4.4,"publicationDate":"2022-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48274422","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}