This longitudinal study examines whether readmission rates, made transparent through Hospital Compare, affect hospital financial performance by examining 98 hospitals in the State of Washington from 2012 to 2014. Readmission rates for acute myocardial infarction (AMI), pneumonia (PN), and heart failure (HF) were examined against operating revenues per patient, operating expenses per patient, and operating margin. Using hospital-level fixed effects regression on 276 hospital year observations, the analysis indicated that a reduction in AMI readmission rates is related with increased operating revenues as expenses associated with costly treatments related with unnecessary readmissions are avoided. Additionally, reducing readmission rates is related with an increase in operating expenses. As a net effect, increased PN readmission rates may show marginal increase in operating margin because of the higher operating revenues due to readmissions. However, as readmissions continue to happen, a gradual increase in expenses due to greater use of resources may lead to decreased profitability.
Gender bias is a pervasive problem with significant negative outcomes for women leaders and organizations. Bias manifests in a multiplicity of forms, ranging from subtle to overt. To date, no instrument exists to measure women leaders' perceptions of gender bias. This study presents a comprehensive measure of how women leaders perceive and experience gender bias. Drawing from a national sample of female higher education executives (n = 488), faith‐based organization leaders (n = 298), physicians (n = 293), and attorneys (n = 527), the present research developed and validated the Gender Bias Scale for Women Leaders. Building upon a previously established and expansive cross‐level conceptual framework to develop the initial item pool, results from both exploratory and confirmatory factor analysis supported a factor structure consisting of six higher‐order and 15 lower‐order factors. Our results show that several factors of the Gender Bias Scale correlated with workplace outcomes of turnover intention and satisfaction. Human resource development (HRD) professionals may use the Gender Bias Scale to identify the specific types of bias prevalent for women leaders in their organizations and apply interventions accordingly. Implications for women leaders and HRD professionals and recommendations for future research are discussed.
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