Organisational factors affecting performance in delivering influenza vaccination to staff in NHS Acute Hospital Trusts in England: A qualitative study

Mounier-Jack, Sandra; Bell, Sadie; Chantler, Tracey; Edwards, Angela; Yarwood, Joanne; Gilbert, D; Paterson, Pauline

doi:10.1016/j.vaccine.2020.02.077

Cited by 16 publications

(11 citation statements)

References 32 publications

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Section: Vaccine Communication and Information Sourcessupporting

confidence: 87%

“…Organisational factors and workplace culture played an important role in the likelihood of both being offered and getting vaccinated, as described elsewhere (24). This is consistent with previous research that indicates that an organisational culture framing seasonal influenza vaccination within a broader staff wellbeing programme was conducive to higher uptake (24,25). The coherence between staff well-being and COVID-19 vaccination might be particularly important in a context where staff have been subjected to high levels of stress over a long period (26).…”

Section: Vaccine Communication and Information Sourcessupporting

confidence: 85%

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COVID-19 vaccination beliefs, attitudes, and behaviours among health and social care workers in the UK: a mixed-methods study

Bell

Clarke

Mounier-Jack

et al. 2021

Preprint

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BackgroundThe UK began delivering its COVID-19 vaccination programme on 8 December 2020, with health and social care workers (H&SCWs) given high priority for vaccination. Despite well- documented occupational exposure risks, however, there is evidence of lower uptake among some H&SCW groups.MethodsWe used a mixed-methods approach - involving an online cross-sectional survey and semi- structured interviews – to gain insight into COVID-19 vaccination beliefs, attitudes, and behaviours amongst H&SCWs in the UK by socio-demographic and employment variables. 1917 people were surveyed – 1658 healthcare workers (HCWs) and 261 social care workers (SCWs). Twenty participants were interviewed.FindingsWorkplace factors contributed to vaccination access and uptake. SCWs were more likely to not be offered COVID-19 vaccination than HCWs (OR:1.453, 95%CI: 1.244 – 1.696). SCWs specifically reported uncertainties around how to access COVID-19 vaccination. Participants who indicated stronger agreement with the statement ‘I would recommend my organisation as a place to work’ were more likely to have been offered COVID-19 vaccination (OR:1.28, 95%CI: 1.06 – 1.56). Those who agreed more strongly with the statement ‘I feel/felt under pressure from my employer to get a COVID-19 vaccine’ were more likely to have declined vaccination (OR:1.75, 95%CI: 1.27– 2.41). Interviewees that experienced employer pressure to get vaccinated felt this exacerbated their vaccine concerns and increased distrust.In comparison to White British and White Irish participants, Black African and Mixed Black African participants were more likely to not be offered (OR:2.011, 95%CI: 1.026 – 3.943) and more likely to have declined COVID-19 vaccination (OR:5.55, 95%CI: 2.29 – 13.43). Reasons for declining vaccination among Black African participants included distrust in COVID-19 vaccination, healthcare providers, and policymakers.ConclusionH&SCW employers are in a pivotal position to facilitate COVID-19 vaccination access, by ensuring staff are aware of how to get vaccinated and promoting a workplace environment in which vaccination decisions are informed and voluntary.

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Section: Vaccine Communication and Information Sourcessupporting

confidence: 87%

Section: Vaccine Communication and Information Sourcessupporting

confidence: 85%

COVID-19 vaccination beliefs, attitudes, and behaviours among health and social care workers in the UK: a mixed-methods study

Bell

Clarke

Mounier-Jack

et al. 2021

Preprint

Self Cite

View full text Add to dashboard Cite

show abstract

“…Organisational factors and workplace culture played an important role in the likelihood of both being offered and getting vaccinated, as described elsewhere [ 24 ]. This is consistent with previous research that indicates that an organisational culture framing seasonal influenza vaccination within a broader staff wellbeing programme was conducive to higher uptake [ 24 , 25 ].…”

Section: Discussionmentioning

confidence: 99%

COVID-19 vaccination beliefs, attitudes, and behaviours among health and social care workers in the UK: A mixed-methods study

et al. 2022

Self Cite

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Background The UK began delivering its COVID-19 vaccination programme on 8 December 2020, with health and social care workers (H&SCWs) given high priority for vaccination. Despite well-documented occupational exposure risks, however, there is evidence of lower uptake among some H&SCW groups. Methods We used a mixed-methods approach—involving an online cross-sectional survey and semi-structured interviews–to gain insight into COVID-19 vaccination beliefs, attitudes, and behaviours amongst H&SCWs in the UK by socio-demographic and employment variables. 1917 people were surveyed– 1656 healthcare workers (HCWs) and 261 social care workers (SCWs). Twenty participants were interviewed. Findings Workplace factors contributed to vaccination access and uptake. SCWs were more likely to not be offered COVID-19 vaccination than HCWs (OR:1.453, 95%CI: 1.244–1.696). SCWs specifically reported uncertainties around how to access COVID-19 vaccination. Participants who indicated stronger agreement with the statement ‘I would recommend my organisation as a place to work’ were more likely to have been offered COVID-19 vaccination (OR:1.285, 95%CI: 1.056–1.563). Those who agreed more strongly with the statement ‘I feel/felt under pressure from my employer to get a COVID-19 vaccine’ were more likely to have declined vaccination (OR:1.751, 95%CI: 1.271–2.413). Interviewees that experienced employer pressure to get vaccinated felt this exacerbated their vaccine concerns and increased distrust. In comparison to White British and White Irish participants, Black African and Mixed Black African participants were more likely to not be offered (OR:2.011, 95%CI: 1.026–3.943) and more likely to have declined COVID-19 vaccination (OR:5.550, 95%CI: 2.294–13.428). Reasons for declining vaccination among Black African participants included distrust in COVID-19 vaccination, healthcare providers, and policymakers. Conclusion H&SCW employers are in a pivotal position to facilitate COVID-19 vaccination access, by ensuring staff are aware of how to get vaccinated and promoting a workplace environment in which vaccination decisions are informed and voluntary.

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“…Evidence indicates that voluntary influenza vaccinations very rarely exceed uptake rates of 60–70% [ 10 , 22 , 37 ]. For example, following the implementation of multi-faced vaccination programs in England the past years, vaccination coverage rates in 2017/2018 reached 69.5% among HCP in acute and community healthcare settings, however rates ranged from 50% to as high as 92.3% [ 51 ]. Beyond implementing the right interventions and “best practices”, high adherence from staff was also recorded when influenza vaccination was embedded in an organizational culture strategy, rather than being an isolated seasonal program [ 51 ].…”

Section: Voluntary or Mandatory Influenza Vaccinations: A Two Decades-long Debatementioning

confidence: 99%

“…For example, following the implementation of multi-faced vaccination programs in England the past years, vaccination coverage rates in 2017/2018 reached 69.5% among HCP in acute and community healthcare settings, however rates ranged from 50% to as high as 92.3% [ 51 ]. Beyond implementing the right interventions and “best practices”, high adherence from staff was also recorded when influenza vaccination was embedded in an organizational culture strategy, rather than being an isolated seasonal program [ 51 ]. Significant progress has been also recorded in Ireland: influenza vaccination rates of HCP in hospitals rose from 18.1% to 58.9% over nine influenza seasons [ 52 ].…”

Section: Voluntary or Mandatory Influenza Vaccinations: A Two Decades-long Debatementioning

confidence: 99%

Influenza Vaccination Programs for Healthcare Personnel: Organizational Issues and Beyond

Maltezou

Ioannidou

Schrijver

et al. 2021

IJERPH

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Healthcare personnel (HCP) are a high priority group for influenza vaccination aiming to protect them but also to protect vulnerable patients and healthcare services from healthcare-associated influenza and HCP absenteeism. Multi-component influenza vaccination programs targeting behavioral, organizational, and administrative barriers are critical, if influenza vaccination rates among HCP are to be raised on a sustained basis. Mandatory influenza vaccination policy is the only single intervention that can achieve high and sustainable vaccination rates in HCP in short term. In this article, we provide an overview of issues pertaining to influenza vaccination of HCP, with an emphasis on organizational issues of influenza vaccination programs.

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Organisational factors affecting performance in delivering influenza vaccination to staff in NHS Acute Hospital Trusts in England: A qualitative study

Cited by 16 publications

References 32 publications

COVID-19 vaccination beliefs, attitudes, and behaviours among health and social care workers in the UK: a mixed-methods study

COVID-19 vaccination beliefs, attitudes, and behaviours among health and social care workers in the UK: a mixed-methods study

COVID-19 vaccination beliefs, attitudes, and behaviours among health and social care workers in the UK: A mixed-methods study

Influenza Vaccination Programs for Healthcare Personnel: Organizational Issues and Beyond

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