Zari Rahmatpasand-Fatide; Seyed Mojtaba Hosseini; Khalil Alimohammadzadeh
Abstract
Introduction: The emergency ward is an important part of a hospital given its central role in the health system. Undoubtedly, the use of efficient human resources in this field can boost the quality of services provided and thus patients' satisfaction. Therefore, this study is carried out aiming to determine ...
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Introduction: The emergency ward is an important part of a hospital given its central role in the health system. Undoubtedly, the use of efficient human resources in this field can boost the quality of services provided and thus patients' satisfaction. Therefore, this study is carried out aiming to determine the attitudes of physicians and nurses towards the role of the emergency medicine specialists on the performance of the emergency wards.Methods: This cross-sectional descriptive study was conducted in the emergency department of educational hospitals in Tehran in 2019. Based on the cluster sampling method, 9 hospitals were selected and 501 nurses and physicians working in the emergency department participated in this study. A researcher-made questionnaire was employed to gather data and analyses were performed using t-test, analysis of variance (ANOVA), and Pearson correlation coefficient tests.Results: Based on the findings, the attitude of the participants towards the role of the emergency medicine specialists on patient safety, emergency performance indicators, quality of emergency services, and emergency ward management were favorable. In addition, expertise, organizational position, gender, and age were effective on the attitude of the participants towards the role of the emergency medicine specialists in the emergency ward (P = 0.001).Conclusion: The results revealed that the attitude of physicians and nurses of emergency ward towards the role of the emergency medicine specialist was desirable. According to the results, physicians showed more favorable attitude compared to nurses towards the presence of an emergency medicine specialist.
Fereshteh Davari; Haniyeh Sadat Sajadi; Elham Ehsani-Chimeh; Khalil Alimohammadzade
Abstract
Introduction: The retention of health human resources in the deprived areas is a global challenge, especially in countries with high geographic dispersion. This study endeavored to identify incentive policies for the retention of physicians and nurses in deprived areas of Iran.Methods: The study was ...
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Introduction: The retention of health human resources in the deprived areas is a global challenge, especially in countries with high geographic dispersion. This study endeavored to identify incentive policies for the retention of physicians and nurses in deprived areas of Iran.Methods: The study was conducted in two stages of review and qualitative. In the review stage, health system policies and interventions for the retention of physicians and nurses in deprived areas of Iran were identified. The list compiled to announce the opinion and complete the policies and interventions of the health system for the retention of physicians and nurses in the deprived areas was provided to 18 experts in the field of health human resources. In the second stage, these policies were prioritized by 44 experts using an electronic questionnaire. Data obtained from the responses were described using frequency, percentage, and mean. The compiled list was approved using the opinions of 18 experts in the field of health human resources. Second, these policies were prioritized through an electronic questionnaire by 44 experts. The data were described through frequency, percentage, and mean.Results: Following the Islamic Revolution, the Iranian health system designed and implemented eight policies, including 40 interventions, for the retention of physicians and nurses in deprived areas. Prioritization findings indicated that the Law of Service of Physicians and Paramedics, Family Physician Program, Instructions on how to distribute medical graduates, and the health transformation plan have greater and longer-term impact on retention of physicians; and the Law of Service for Physicians and Paramedics, the Law on Promoting Clinical Staff Productivity, and the health transformation plan had longer-term effects on retention of nurses.Conclusion: Although policies have been effective in attracting and retaining physicians and nurses in deprived areas, they face challenges and failures. Therefore, it seems necessary for policymakers to review the overall incentive policies, and take serious action to address program challenges by creating cross-sectional coordination, sustainable funding and cost management, and awareness of physicians, nurses and patients' preferences as well as aligning policies with their services and demands.
Narges Asadi-Janati; Khalil Alimohammadzade; Seyed Mojtaba Hosseini; Ali Maher; Mohammadkarim Bahadori
Abstract
Introduction: One of the most important tasks of managers is optimal allocation of financial resources, and maximum productivity of available facilities. The purpose of this study was to determine the factors affecting optimal allocation of financial resources from the donors’ participation in the ...
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Introduction: One of the most important tasks of managers is optimal allocation of financial resources, and maximum productivity of available facilities. The purpose of this study was to determine the factors affecting optimal allocation of financial resources from the donors’ participation in the health system from the experts' point of view.Methods: The present study was a qualitative research that was done using a semi-structured interview with 41 managers, policymakers, the experts employed in social deputies of Iranian Ministry of Health and medical universities, active donors in the field of health in Iran, and faculty members of economics department. All interviews were coded after transcription, and reviewed several times. They were categorized by using data analysis framework in the form of main and subthemes.Results: There were 3 groups extracted from the interviews, financial sustainability framework, corporate finance framework, and funding allocation. Moreover, 6 main themes including recruitment, maintenance, and active participation of donors, organization and program planning, executive factors, mode of investment, identification of real needs, and need-based decision making criteria, and 36 subthemes were extracted.Conclusion: Benefits would not have a good return, if are not within the framework of laws and regulations and in line with the real needs of society. Health system policymakers and managers should prioritize the real needs of the health system, and direct the funds generated from donors within these priorities.
