Evaluating the link between human resource management decisions and patient satisfaction with quality of care

Oppel, Eva‐Maria; Winter, Vera; Schreyögg, Jonas

doi:10.1097/hmr.0000000000000087

Cited by 23 publications

(18 citation statements)

References 40 publications

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“…Eighteen qualitative studies that used interviews and/or focus group studies [16–32] were identified. Other studies were quantitative [33–39] including the use of questionnaires or survey data, or used a mixed-method approach [40–44]. Other articles combined different types of primary and secondary data (key informant interviews, observations, focus groups, questionnaire/survey data, and government reports).…”

Section: Resultsmentioning

confidence: 99%

Priorities and challenges for health leadership and workforce management globally: a rapid review

Figueroa

Harrison

Chauhan

et al. 2019

BMC Health Serv Res

185

119

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Background Health systems are complex and continually changing across a variety of contexts and health service levels. The capacities needed by health managers and leaders to respond to current and emerging issues are not yet well understood. Studies to date have been country-specific and have not integrated different international and multi-level insights. This review examines the current and emerging challenges for health leadership and workforce management in diverse contexts and health systems at three structural levels, from the overarching macro (international, national) context to the meso context of organisations through to the micro context of individual healthcare managers. Methods A rapid review of evidence was undertaken using a systematic search of a selected segment of the diverse literature related to health leadership and management. A range of text words, synonyms and subject headings were developed for the major concepts of global health, health service management and health leadership. An explorative review of three electronic databases (MEDLINE®, Pubmed and Scopus) was undertaken to identify the key publication outlets for relevant content between January 2010 to July 2018. A search strategy was then applied to the key journals identified, in addition to hand searching the journals and reference list of relevant papers identified. Inclusion criteria were independently applied to potentially relevant articles by three reviewers. Data were subject to a narrative synthesis to highlight key concepts identified. Results Sixty-three articles were included. A set of consistent challenges and emerging trends within healthcare sectors internationally for health leadership and management were represented at the three structural levels. At the macro level these included societal, demographic, historical and cultural factors; at the meso level, human resource management challenges, changing structures and performance measures and intensified management; and at the micro level shifting roles and expectations in the workplace for health care managers. Conclusion Contemporary challenges and emerging needs of the global health management workforce orient around efficiency-saving, change and human resource management. The role of health managers is evolving and expanding to meet these new priorities. Ensuring contemporary health leaders and managers have the capabilities to respond to the current landscape is critical.

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Section: Resultsmentioning

confidence: 99%

Priorities and challenges for health leadership and workforce management globally: a rapid review

Figueroa

Harrison

Chauhan

et al. 2019

BMC Health Serv Res

185

119

View full text Add to dashboard Cite

show abstract

“…It is suggested that employees who perceive they are managed with positive HRM practices are likely to demonstrate improved performance and competence, which is likely to positively affect organizational outcome . Our review found that CBHRM affects the quality of health care, patient safety, and patient satisfaction . Thus, if we want to drive important organizational outcomes, a good strategy to start with is focusing on “people.”…”

Section: Resultsmentioning

confidence: 99%

Competence-based human resource management in nursing: A literature review

2018

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Aim: To clarify the defining attributes of competence-based human resource management (CBHRM) in nursing, its antecedents, and consequences.Background: A thorough literature review showed multidefinitions of CBHRM, which resulted in confusion in ways of describing CBHRM practice and its implementation in nursing. Methods: A literature review through systematic searches in CINAHL, ScienceDirect, Medline, ProQuest Dissertations and Theses, Embase, and Google Scholar between 2000 and February 2018 with full text in English. Results: The attributes of CBHRM in nursing include recruitment and selection, training and development, performance appraisal, reward system, and career planning. Antecedents to CBHRM in nursing include organizational factors (organizational size, culture, the nature of human resource (HR) department, type of organization, and the number of employee), individual factors (HR managers' competence, and top managers' role, intention, and characteristics), and HR policy.Consequences include employee outcomes (competence development, high motivation, job satisfaction, retention, and better performance), organizational outcomes (quality of care, patient safety, and patient satisfaction), and financial outcomes.Conclusion: This study helps nursing managers and HR managers to understand the concept of CBHRM in nursing comprehensively. K E Y W O R D S competence, human resource management, literature review, nursing 1 | INTRODUCTION Nursing shortages are highlighted as one of the biggest challenges to impact the effectiveness of health care systems. 1 Therefore, health care providers are demanded to provide competent and specialized nurses as well as nurse managers with the right skills, knowledge, and attitudes performing the right tasks in the right place at the right time to achieve the right predetermined health targets. 2 As such, effective human resource management strategies must be introduced, regularly reviewed and evaluated to ensure the quality of nurse workforce, as they make up the largest group among health care professionals. 2 Competence-Based Human Resource Management (CBHRM) is one of the strategies to assure appropriate nurse staffing and development and is often viewed as key components of all organizations 3 by closely linking nurses competence to the successfulness of health organization. 4 CBHRM has become a part of human resource management since 1990s, 5 and uses a competence approach as the basis of HRM practices, such as in the process of recruitment and selection, training and development, and appraisal and remuneration. 6 CBHRMis an application of HRM, which focuses more on the people in regard to their knowledge, skill, and attitude, rather than focuses on what people do in a job and tends to list work activities as it is applied in Nurs Forum. 2019;54:91-101.wileyonlinelibrary.com/journal/nuf

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“…Unquestionably, caregivers play a crucial role in social care. Inadequate human resources, both in quantity and quality, could hinder performance achievement (Ghenţa et al, 2015) or negatively impact care quality (Eaton, 2000;Oppel et al, 2017). On the other hand, improving working conditions leading to greater job satisfaction and commitment could contrib-ute to better quality and more efficient work with human resources (Cooke and Bartram, 2015).…”

Section: Introductionmentioning

confidence: 99%

Personal values of caregivers in Czech social elderly care

Marková¹,

Hiršová²,

Komárková³

2020

Kontakt

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The ageing population in the Czech Republic has increased the demand for the provision of health and social care for the elderly. Although social care will rapidly grow in importance, there is not enough attention paid by researchers to this area in comparison to healthcare. Since social care is a service, care staff are crucial for providing high-quality care, while staffing shortages could result in an inability to provide social care. For this reason, the personnel issue should be solved first. Strategic human resource management must not only focus on recruiting the right employees but also on retaining them. Therefore, this article aims to investigate the personal values of caregivers in Czech residential social care and analyse their impact on job satisfaction and turnover intention. The study is based on the primary data collected by our own questionnaire in nine Czech retirement homes and homes with a special regime (96 respondents). The data was analysed using standard statistical methods. The results show that caregivers prefer values based on social focus and that include both self-protection and growth needs. Currently, their job mostly satisfies their needs in these categories so they do not intend to leave in the near future. Moreover, our findings imply that job satisfaction, as a mediator of caregivers' personal values, has an impact on turnover intention. Consequently, value analysis of job applicants in social care could prevent fluctuation.

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Evaluating the link between human resource management decisions and patient satisfaction with quality of care

Cited by 23 publications

References 40 publications

Priorities and challenges for health leadership and workforce management globally: a rapid review

Priorities and challenges for health leadership and workforce management globally: a rapid review

Competence-based human resource management in nursing: A literature review

Personal values of caregivers in Czech social elderly care

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