Objectives: The study aims to describe and analyze some factors influencing the working motivation of nurses at Krong Pac District Hospital, Dak Lak Province in 2019. Methods A cross-sectional study of qualitative and qualitative research was conducted through interviews with 65 health workers. 10 in-depth interview and 5 group discussions from April to August 2019 at Krong Pac District Hospital, Dak Lak Province. Results: The proportion of nurses with working motivation were relatively high, about 88.7%. The working motivation with job satisfaction factor was 4.08 ± 0.7 points, organizational commitment factor was 4.17 ± 0.62 points, dedicated factor was 4.41 ± 0,58 points. Some positive factors were working conditions, relationships with colleagues and managers, appropriate job placement, and a rating system. The negative factor was low salary and allowances. Conclusion: The hospital needs to implement measures to maintain and promote nursing motivation based on research results to enhance the efficiency of providing services to patients. Key words: Motivation, influenced factors, nurses.
Objectives: The study aims to describe results and analyze some advantages and disadvantages of medical service provision after 3 years of financial autonomy implementation at Thu Duc District Hospital in the period of 2017 - 2019. Methods: Descriptive design incorporates quantitative research based on secondary data on hospital operations from 2018 - 2019 and qualitative research conducted through 25 in-depth interviews with managers, medical staffs and patients from June to October 2020 at Thu Duc District Hospital. Results: The results of medical service provision are increased markedly: the number of patients increased approximately 132%, the number of subclinical services increased 148%; number of surgeries increased by almost 113%; The hospital could performed nearly 91% of the right-level technical list; The patient satisfaction rate remained high from 87.6% to 94.3%; Hospital quality score was good (4.2 points); Advantages included: human resources had stable structure and increased both of quantity and quality; medical equipment were invested more numbers and more modern; the revenue-expenditure gap has increased over the years. Disadvantages included: the speed of human development sometimes failed to keep up with the number of patients; facilities are still limited, equipment is depreciated quickly. Conclusion: Thu Duc District Hospital should prioritize investment in facilities, develop incentive mechanisms to pay appropriate wages according to job positions to stabilize human resources to meet the increasing medical needs of patients. Key words: Medical service provision, financial autonomy implementation
Objectives: The study aims to describe the current situation and need for continuous training and analyze some factors influencing the continuous training situation of nurses at Tan Thanh District Health Center, Long An Province in period of 2017 - 2019. Methods: A study of qualitative and qualitative research was conducted through interviews with 113 health workers and 10 in-depth interview and retrospect of secondary data on continuing training for 3 years from 2017 - 2019 at Tan Thanh District Health Center, Long An province. Results: There were only 30.1% of health workers participated in continuous training reached 48 class-hour per 2 years in compliance with Circular 22/2013/TT-BYT. Positive factors come from the organization of training if the training content is necessary and appropriate and the training course provided certificate. Some negative factors were limited funding and the lack of time for for continuing training due to overload of working. Conclusion: The Health Center should have a plan to allocate funds and human resource to ensure the implementation of the continuous training reached 48 class-hour per 2 years and cooperate with the needs of health workers. Key words: Continuous training; health worker
A descriptive study was employed by using desk-studyapproach, focused on the reports and policies of the human resources for health in Vietnam, especially for the ethnic minority group. This study aimed to describe the status of the healthcare workforce in Vietnam and some outcomes of implementating the health workforce policies on the healthcare indicators among the ethnic minority group. The results of this study based on the data of health indicators for the period of 2013-2018. The main findings showed that the quantity and quality of the health workforce had increased gradually and also the health status and healthcare services utilization in the ethnic people had improved. However, the health workforce still had an imbalance in both quantitative and qualitative dimensions. While comparing to the general population, the inequity in healthcare services utilization and health indicators of ethnic minorities group still remained. Therefore, the Government and Ministry of Health need to review and develop the specific policies of the healthcare workforce to attract and maintain the health workers in the remote areas for ethnic minorities group. At the local health level, it is necessary to take the initiative in advising on develop the policies of the healthcare workforce; Strengthen the collaboration with all the stakeholders in the policy implementation; Monitoring and evaluation of the policy implementation to suggest the appropriate recommendations and solutions in the upcoming period. Keywords: Health workforce, human resources for health, ethnic minorities, health policy, health care, healthcare service utilization,…
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