Background: This study aimed to measure the efficiency and productivity of tobacco control policies across 16 selected Organization for Economic Co-operation and Development (OECD) countries from 2008 to 2014. Study design: A panel-data study. Methods: Data envelopment analysis was used in this study. Taxation on tobacco products and pictorial warning labels were chosen as the inputs. Percentage of the population of daily smokers above 15 years old and the number of cigarettes used per smoker per day were output variables. Additionally, the Malmquist total factor productivity (TFP) was used to analyze the panel data and measure productivity change and technical efficiency changes over time. Results: The highest technical efficiency score (1.05) was attributed to Norway, while the lowest (0.91) belonged to the UK. Technological change with a total mean of 1.06 implied that the technology and creativity have increased, while countries have been able to promote their creativity over the studied period. Norway with the TFP score of 1.15 was the most productive country, while the UK and Turkey with TFP scores of 0.95 and 0.98, respectively, were the least productive countries in terms of the implementation of the tobacco control policies. Conclusions: Most OECD countries have productively implemented tax and pictorial warning policies to reduce tobacco use. To achieve the optimum outcome of the tobacco control policies and overcome the challenges of smoking use, countries need to tackle the difficult underlying factors, i.e. tobacco industry opposition and lobbyists, smuggling, and low socioeconomic status.
Background: To date, there is no synthesized evidence about the technical efficiency (TE) of cross-country tobacco control policies. This study aims to measure the efficiency and productivity of tobacco control policies across 16 selected countries of Organization for Economic Co-operation and Development (OECD) from 2008 to 2014.Method: We used data envelopment analysis (DEA). MPOWER is an acronym for a WHO proposed package consisting of six tobacco reduction interventions that can be adapted to present a commitment of the parties to a treaty labeled FCTC (Framework Convention on Tobacco Control).Taxation on tobacco products and pictorial warning labels were chosen as the inputs. Percentage of daily smokers’ population above 15 years old and the number of cigarettes used per smoker per day were output variables. Additionally, the Malmquist total factor productivity (TFP) was used to analyze the panel data and measure productivity change and technical efficiency changes over time.Results: The highest TE score (1.05) was attributed to Norway and the lowest (0.9175) belonged to the United Kingdom (UK). Technological change with a total average of 1.069 would imply that the technology and creativity have increased, while countries have been able to promote their creativity over the time period. Norway with the TFP score of 1.15 was the most productive country, while the UK and Turkey with the TFP scores of 0.95 and .098 respectively, were the least productive countries in the implementation of the MPOWER policies.Conclusion: Most OECD countries have productively implemented MPOWER policies. Such productive performances are the results of the strong pivotal pictorial warnings. Consequently, the policy of plain packaging seems to hamper the MPOWER policies. Taxation on tobacco products were relatively weak and inefficient.
Introduction: Qasedak, a performance-based plan payment, is a method that seeks rewarding quantitative dimensions of performance and encourages health care providers in order to achieve predetermined goals. The purpose of this study was to investigate employees' satisfaction with the performancebased payment plan in 2019. Methods: The present study was descriptive-analytical and cross-sectional. The population of the study was all the staff members across selected hospitals of Iran University of Medical Sciences. Data were collected by a questionnaire and analyzed using the independent-samples t-test, ANOVA, and Pearson correlation tests in SPSS software. Results: The average score of satisfaction among medical, nursing, support and paramedic staff from the performance-based payment was poor (2.33 out of 5). There was no significant relationship between the amount of satisfaction with the performance-based payment system and the work unit of the studied employees (p-value = 0.330). Also, there was no significant relationship between the age and work experience and level of satisfaction (p-value = 0.945 and 0.823, respectively). However, there was a significant relationship between employees' satisfaction and their job category (p-value = 0.042). The highest and lowest levels of satisfaction were related to the physicians and financial-administration staff, respectively. Conclusion: Employees' level of satisfaction with the performance-based payment system, especially among non-clinical staff, is not acceptable and this can affect staff performance and quality of work adversely. Hence, authorities should pay more attention to this issue.
Background Work-family conflict is a kind of role conflict created by incompatible pressures from family and work roles. Objective This study aimed to determine work-family conflict between medical and non-medical staffs in hospitals affiliated to Tehran University of Medical Sciences. Methods This research was a descriptive-analytical study with a cross-sectional design conducted during 2016-2017. Using Krejcie and Morgan table, 366 hospital staff were selected, and out of them, 150 medical staff and 150 non-medical staff were assigned as research samples. The research tool was Carlson's work-family conflict. The obtained data were analyzed by the Independent t-test, two-sample t-test, ANOVA test, Spearman test, and Shaffe technic. Findings The Mean±SD score of work-family conflict was 2.72±0.58 among medical staff and 2.74±0.61 in non-medical staff expressed medium range. Only a significant correlation was found between age and work-family conflict (P=0.001). Conclusion We suggest that policymakers of Iranian health care system pay more attention to the nonmedical staff of the hospitals (besides the medical staff) by the improvement of their quality of work-life until no huge gap remains between these two groups.This was a descriptive-analytical study with a cross-sectional design. The study participants were 300 staff of 3 general and 3 specialized hospitals selected as a sample size by Krejcie and Morgan Table. Then, they were divided into 150 staff of medical and 150 non-medical staff group. The research tool was Carlson's work-family conflict. Its content validity was confirmed using translation-retranslation by two expert interpreters and finally by 5 medical experts. The obtained data were analyzed by descriptive statistics (frequency and percentage) and inferential statistics (The Independent t-test, two-sample t-test, ANOVA, the Spearman test, and Schaffe technic) in SPSS V. 22. ResultsThe results of this research showed that the average workfamily conflict score of all staff was 2.73, which was marked as moderate. Also, the average conflict score among medical staff was 2.72, and among non-medical staff was 2.74; both were moderate.Using the two-sample t-test, there was not a significant correlation between the work-family conflict of medical and non-medical staff of studied hospitals (P=0.08). Also, we found only a significant relationship between both medical and non-medical of staff's age based on the ANOVA results (P=0.001) confirmed by Schaffe technic (P=0.001). This indicates that the work-family conflict decreases with higher age of the staff. This Page Intentionally Left Blank
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