Human Resources for Health

Abstract Background Nurse prescribing of medicines is increasing worldwide, but there is limited research in Europe. The objective of this study was to analyse which countries in Europe have adopted laws on nurse prescribing. Methods Cross-country comparative analysis of reforms on nurse prescribing, based on an expert survey (TaskShift2Nurses Survey) and an OECD study. Country experts provided country-specific information, which was complemented with the peer-reviewed and grey literature. The analysis was based on policy and thematic analyses. Results In Europe, as of 2019, a total of 13 countries have adopted laws on nurse prescribing, of which 12 apply nationwide (Cyprus, Denmark, Estonia, Finland, France, Ireland, Netherlands, Norway, Poland, Spain, Sweden, United Kingdom (UK)) and one regionally, to the Canton Vaud (Switzerland). Eight countries adopted laws since 2010. The extent of prescribing rights ranged from nearly all medicines within nurses’ specialisations (Ireland for nurse prescribers, Netherlands for nurse specialists, UK for independent nurse prescribers) to a limited set of medicines (Cyprus, Denmark, Estonia, Finland, France, Norway, Poland, Spain, Sweden). All countries have regulatory and minimum educational requirements in place to ensure patient safety; the majority require some form of physician oversight. Conclusions The role of nurses has expanded in Europe over the last decade, as demonstrated by the adoption of new laws on prescribing rights.

Claudia B. Maier

Hum Resour Health

Nurse prescribing of medicines in 13 European countries

13个欧洲国家的护士处方药物情况

The use of community health workers (CHWs) has been considered as one of the strategies to address the growing shortage of health workers, predominantly in low-income countries. They are playing a pivotal role in lessening health disparities through improving health outcomes for underserved populations. Yet, little is known about what factors motivate and drive them to continue working as CHWs. In this study, we aimed to examine factors contributing to the motivation of volunteer CHWs (vCHWs) in Ethiopia currently known as one-to-five network leaders (1to5NLs) and explore variations between attributes of social and work-related determinants.We conducted a cross-sectional study in four selected woredas (the second lowest administrative structure in Ethiopia, and similar to a district) of Oromia and Tigray regions and interviewed 786 1to5NLs. The effects of each motivational factor were explored using percentage of respondents who agreed and strongly agreed to each of them and Mann-Whitney U test.Individual, community, and health system factors contributed to the motivation of 1to5NLs in this study. Intrinsic desire to have a good status in the community as a result of their volunteer service (81.86%) followed by a commitment to serve the community (81.61%) and to gain satisfaction by accomplishing something worthwhile to the community (81.61%) were some of the factors motivating 1to5NLs in our study. Despite these motivational items, factors such as lack of career development (51.47%), unclear health development army guideline (59.26%), limited supervision and support (62.32%), and lack of recognition and appreciation of accomplishments (63.22%) were the factors negatively affecting motivation of 1to5NLs. Lack of career development, limited supervision and support, and lack of recognition and appreciation of accomplishments were significantly varied between attributes of educational level, marital status, service year as 1to5NLs, and previous volunteer engagement (at P < 0.05).Findings of our study indicated that non-financial incentives such as the creation of career development models is the key to motivating and retaining CHWs where they are not receiving stipends. Sustainability of CHW program should consider exploring enhanced innovations to strengthen supportive supervision, development of better mechanisms to publicize the role of CHWs, and improvement of recognition and appreciation schemes for CHWs' efforts and accomplishments.

Habtamu Abdissa Jigssa

Binyam Fekadu Desta

Hibret Alemu Tilahun

Jen McCutcheon

Peter Berman

Factors contributing to motivation of volunteer community health workers in Ethiopia: the case of four woredas (districts) in Oromia and Tigray regions

埃塞俄比亚志愿者社区卫生工作者动机因素分析：奥罗米亚和提格雷地区四个区的案例研究

Continuing professional development (CPD) is required for health workers in practice to update knowledge and skills regularly to match the changing complexity of healthcare needs. The objective of this study was to identify the training needs of Medical Laboratory professionals in Ethiopia.A total of 457 medical laboratory professionals from five regions and two city administrations were involved in the study. Data were collected from August 02 to 21, 2021 with structured self-administered online tool with five-point Likert scale. The tool had consent, demography, cross-cutting issues, and main activity area specific to medical laboratory.Majority of the participants were male (80.1%). Participants from Amhara region 110 (24.1%) were the largest groups in the survey followed by Oromia 105 (23%) and Addis Ababa 101 (22.1%). The study participants comprised 54.7% with a bachelor's degree, 31.3% with a diploma (associate degree), and 14% with a master's degree. The participants had varying years of service, ranging from less than one year to over 10 years of experience. Most of the participants work as generalists (24.1%) followed by working in microbiology (17.5%) and parasitology (16%). The majority (96.9%) were working in a public sector or training institutions and the rest were employed in the private sector. Our study showed that the three most important topics selected for training in the cross-cutting health issues were health and emerging technology, computer skills and medico-legal issues. Topics under microbiology, clinical chemistry and molecular diagnostics were selected as the most preferred technical areas for training. Participants have also selected priority topics under research skill and pathophysiology. When the laboratory specific issues were regrouped based on areas of application as technical competence, research skill and pathophysiology, thirteen topics under technical competence, four topics under research skill and three topics under pathophysiology were picked as priority areas.In conclusion, our study identified that CPD programs should focus on topics that address technical competence in microbiology, clinical chemistry and molecular diagnostics. Additionally competencies in research skill and updating knowledge in pathophysiology should also receive due attention in designing trainings.

Endale Hadgu Gebregzabher

Firehiwot Tesfaye

Waqtola Cheneke

Abebe Edao Negesso

Gizachew Kedida

Continuing professional development (CPD) training needs assessment for medical laboratory professionals in Ethiopia

埃塞俄比亚医学实验室专业人员继续职业发展（CPD）培训需求评估

The recent announcement of the next WHO State of the World's Nursing and Midwifery Reports calls for a review of the state of nursing and midwifery worldwide. In the WHO European region, a broad set of health system reforms have been introduced in Central Asian countries (CACs), namely, the Republic of Kazakhstan, the Kyrgyz Republic, the Republic of Tajikistan, Turkmenistan and the Republic of Uzbekistan. These reforms have become the focus of a series of sub-regional policy dialogs between CACs, led by government chief nursing and midwifery officers, to accelerate the implementation of a package of policies to strengthen the capacity of nurses and midwives and build health system resilience. This study reviews the current state of nursing and midwifery capacity and documents future actions that can be taken in CACs. A systematic approach was used to describe trends, capacity and gaps in CACs' education, practice, regulation, leadership, and working conditions of nurses and midwives. Currently, CACs face challenges in increasing the level, quality and evidence-base of nursing and midwifery education, require efforts to expand the role of nurses, with emphasis on PHC and particular attention is required to decent working conditions, including fair income and security in the workplace. The GCNMOs have demonstrated experience in the oversight of both workforces and require support for effective work in making policies. To build health systems resilience in CACs through nursing and midwifery, a strategic package of evidence-informed actions that addresses education, practice, regulation, leadership, and working conditions of nurses and midwives is suggested for the period up to 2030. Current educational reforms and curricular development, combined with innovations in clinical practice and working environment can be pursued to foster better access to quality of care, enhance workplace satisfaction and improve recruitment and retention of nurses and midwives. However, to fully achieve this, CACs will require increased institutional capacity; strengthened data for nursing and midwifery planning in the context of health workforce policy and health priorities, and financial and non-financial investment in the nursing and midwifery workforce.

Alba Llop-Gironés

Gulnaz Kachkynovna Azhymambetova

Aizat Kubanysbekovna Asanova

Yusufi Salomuddin

Malohat Hikmatulloevna Boynazarova

Firdavs Orifovich Raupov

Nazira Usenovna Zholzhanova

Naila Beksautovna Ruzdenova

Gulnora Sheraliyevna Tojiboyeva

Rikhsi Kamilovna Salikhodjayeva

Margrieta Langins

Building health systems resilience in Central Asia through nursing and midwifery: evidence to inform policy action

通过护理和助产构建中亚卫生系统韧性：为政策行动提供证据

Respiratory therapy services commenced in Saudi Arabia (SA) in the mid-1970s. Since then, respiratory therapists have become integral members of the healthcare team. However, data about the characteristics and distribution of the respiratory therapy workforce in SA are limited. Therefore, the primary objective of this investigation is to examine the characteristics and distribution of respiratory therapy practitioners in SA. This is a cross-sectional study. Data were obtained from the Saudi Commission for Health Specialties (SCFHS) database as of January 10, 2024. This includes all registered respiratory therapy practitioners. The available data include age, gender, highest qualification, professional ranking, geographical distribution, and employment status of respiratory therapy practitioners. The SCFHS database reveals that there are 5462 respiratory therapy practitioners registered with SCFHS. Females constitute 48% of respiratory therapy practitioners, and 85% of the entire workforce is under the age of 40. A Bachelor of Science degree is the highest academic qualification for 90% of these practitioners, with 75% professionally classified as specialists. The geographical distribution of the respiratory therapy workforce is uneven, with approximately 65% located in two regions: Riyadh and the Eastern province. Employment within this field is high, with 92% of practitioners currently employed. The respiratory therapy workforce is witnessing steady growth, with the majority of respiratory therapy practitioners possessing a bachelor's degree and classified as specialists professionally. Importantly, there is a clear imbalance in the distribution of these professionals across regions in SA.

Hajed M. Al-Otaibi

Characteristics and distribution of respiratory therapy practitioners in Saudi Arabia: national cross-sectional results

沙特阿拉伯呼吸治疗从业人员的特征及分布：全国横断面研究结果

Despite the rising representation of women in the physician workforce, gender-based income disparities persist. In this study, we explore the role of representation of women in the work environment in physicians' income from Medicare Part B fee-for-service payments and the income gender gap. Our main analytic sample is a balanced panel of 371,472 physicians over 9 years, obtained from the Medicare Part B fee-for-service (FFS) Provider Utilization and Payment Data (2012–2020) from the Centers for Medicare and Medicaid Services (CMS). We use panel regressions with physician and year fixed effects to quantify how total Medicare Part B FFS payments to physicians patient volume, and per-patient payments respond to gender composition changes at the specialty and practice level, controlling for other practice characteristics. We allow the gender composition to have differential impacts on women and men by interacting it with the physician's gender. In addition, we examined the subsample of physicians who have not switched specialties or practices and explored differences in the effects by practice size. Increasing women's representation in physician work environments impacts men's and women's Medicare Part B FFS payments received differently. We find that for women physicians, a 1% increase in the share of women in the same specialty leads to 1.634% higher annual payment, 1.147% more patients, and 0.297% more per-patient payment. Conversely, these effects are reversed for men. Changes in women's share at the practice level have qualitatively similar effects. Among physicians who have not switched specialties or practices, we still find positive effects for women but no negative effects for men. Furthermore, these effects are stronger in solo or small practices than in large practices. Increasing women's representation in the work environment helps increase the amount of Medicare Part B FFS payments received for women physicians but may reduce payments received for men physicians. Our findings support the efforts in increasing women's representation in the physician workforce to mitigate gender income disparities and demonstrate the nuanced differences in its impact by gender and the size of the practice to refine policy recommendations.

Qing Gong

Xiaochu Hu

Gender composition in the work environment and physicians’ income from Medicare Part B fee-for-service payments: evidence from longitudinal data

工作环境中的性别构成与医生从医疗保险B部分按服务收费支付的收入：来自纵向数据的证据

The 2019 coronavirus disease (COVID-19) pandemic brings critical health problems to workers in many occupations, particularly healthcare providers. The aim of the study was to examine the feasibility and effectiveness of the mindfulness-based stress reduction (MBSR) program on relieving burnout of healthcare providers during the pandemic. The roles of positive and negative emotion as well as emotion regulation strategy in the intervention effects were also investigated. A sample of 112 healthcare providers in China were recruited and randomly assigned to the MBSR (n = 56) or the control condition (n = 56). Measures were collected at pre-intervention, mid-intervention, and post-intervention, assessing mindfulness level, emotion regulation strategy, positive and negative emotion, and burnout. The MBSR program showed acceptable feasibility. Compared to the control group, healthcare providers in the MBSR group showed significant increase in personal accomplishment and decrease in emotional exhaustion after the intervention. No significant difference was detected on the dimension of depersonalization. Results of mediation analyses implied that cognitive reappraisal and positive affect partially mediated the intervention effects on personal accomplishment. The study provided preliminary evidence that the MBSR programs might be effective in reducing healthcare providers' burnout, even during the pandemic. Cognitive reappraisal and positive emotion might be important mechanisms of how the training took effect.

Ruochen Gan

Shulin Chen

Jiang Xue

Feasibility and effectiveness of the mindfulness-based stress reduction programs on relieving burnout of healthcare providers during the COVID-19 pandemic: a pilot randomized controlled trial in China

基于正念的压力减轻计划在缓解COVID-19疫情期间医护人员职业倦怠的可行性与有效性：中国的一项初步随机对照试验

The global nursing shortage was a well-known issue before the Covid-19 pandemic, but the Covid-19 pandemic has exacerbated the current nursing workforce shortage and reduced nursing retention. This systematic review aimed to explore factors affecting retention of nurses. The PubMed, Web of Science, Scopus and Proquest databases were searched for relevant primary studies published on nurses retention during Covid-19 pandemic. Finally, Google Scholar was searched for retrieving more related documents that may not be indexed in other searched databases. Inclusion criteria were research articles and gray literature related to nursing retention in Covid-19 pandemic, articles published in English, access to the full-texts, and without time limitation. Both qualitative and quantitative studies focusing on factors affecting the nurses retention were included. The Joanna Briggs Institute checklists were used for assessing quality of quantitative and qualitative studies. Qualitative and thematic content analysis methods based on Braun and Clark's model were used to analyze the data. Eighteen studies were identified through a systematic search of the literature. The results showed that seven factors include personal, interpersonal, organizational, social media, educational, emotional, and protective factors are the factors affect the nurses retention. The findings of this study showed that retention of nurse is complex and multi-factorial issue that factors from micro to macro-level affect it. Managers and health policy-makers based on the results obtained from this study can plan appropriate measures to increase the retention of nurses.

Mansoureh Ashghali Farahani

Shahin Nargesi

Nadia Saniee

Zeinab Dolatshahi

Farshad Heidari Beni

Shabnam Shariatpanahi

Factors affecting nurses retention during the COVID‐19 pandemic: a systematic review

COVID‐19疫情期间影响护士留任因素的系统综述

Abbreviation	Hum Resour Health
Journal Impact	3.71
Quartiles(Global)	INDUSTRIAL RELATIONS & LABOR(Q1)

ISSN	1478-4491
h-index	79

Publication Information	Publisher: BioMed Central Ltd，Publishing cycle: ，Journal Type: journal，Open Access Journals: Yes
Basic data	Year of publication: 2003，Proportion of original research papers: 85.86%，Self Citation Rate:7.70%， Gold OA Rate: 99.69%
Journal Fees	$3190Details
Average review cycle	网友分享经验：34 Weeks

Human Resources for Health

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Nurse prescribing of medicines in 13 European countries

Factors contributing to motivation of volunteer community health workers in Ethiopia: the case of four woredas (districts) in Oromia and Tigray regions

Continuing professional development (CPD) training needs assessment for medical laboratory professionals in Ethiopia

Building health systems resilience in Central Asia through nursing and midwifery: evidence to inform policy action

Characteristics and distribution of respiratory therapy practitioners in Saudi Arabia: national cross-sectional results

Building health systems resilience in Central Asia through nursing and midwifery: evidence to inform policy action

Gender composition in the work environment and physicians’ income from Medicare Part B fee-for-service payments: evidence from longitudinal data

Characteristics and distribution of respiratory therapy practitioners in Saudi Arabia: national cross-sectional results

Feasibility and effectiveness of the mindfulness-based stress reduction programs on relieving burnout of healthcare providers during the COVID-19 pandemic: a pilot randomized controlled trial in China

Factors affecting nurses retention during the COVID‐19 pandemic: a systematic review