The Health Care Manager (HCM), provides practical, applied management information for managers in institutional health care settings. It is a quarterly journal, horizontally integrated and cutting across all functional lines, written for every person who manages the work of others in any health care setting. This journal presents practical day-to-day management advice as well as research studies addressing current issues in health care management. Its intent is the strengthening management and supervisory skills of its readers and increasing their understanding of today"s health care environment. HCM is searchable through PubMed.

The Health Care Manager (HCM) is a quarterly journal that provides practical management information for managers in institutional health care settings. It is horizontally integrated and covers all functional areas, written for anyone who manages the work of others in any health care environment. This journal presents practical day-to-day management advice as well as research studies addressing current issues in health care management. Its intent is to strengthen the management and supervisory skills of its readers and to enhance their understanding of today’s health care environment. HCM is searchable through PubMed.

《Health Care Manager》是一本季度刊，专为医疗机构管理者提供实用的管理信息。该期刊涵盖所有职能领域，旨在为任何在医疗环境中管理他人工作的人员提供服务。期刊内容包括日常管理建议以及针对当前医疗管理问题的研究，旨在提升读者的管理和监督技能，并加深他们对当今医疗环境的理解。《Health Care Manager》可通过PubMed进行检索。

Health Care Manager

Private hospitals and medical institutions play an important role in bridging the health care delivery gap in India. In addition to prescribing physicians, various stakeholders such as nurses, pharmacists, and hospital administrators working in these institutions contribute to the efficient delivery of health care services. The current survey was conducted with the aim of evaluating work-related challenges faced by these individual hospital stakeholders and gauging potential engagement opportunities with industry to improve the quality health care services delivered. This survey included 60 private hospitals with more than 250 beds, located in 12 Indian cities. A 2-stage approach involving in-depth qualitative discussions followed by structured quantitative interviews of all the internal stakeholders was adopted. The study delineated the roles assayed by individual hospital stakeholders as well as the major challenges encountered by them. The responses of major classes of hospital workforce on possible solutions to bridge these need gaps were also recorded. The survey identified significant gaps existing in hospitals in areas of cross-functional collaboration, scientific and technical knowledge upgrade, training of staff, and communication and coordination with internal and external stakeholders. Value-based hospital-industry partnerships can go a long way in addressing the scientific and training needs of private hospitals.

Pankaj Gupta

Madhura Naik

Manu HC

Anurita Majumdar

The Health Care Manager

An Analysis of Key Challenges Encountered by Various Stakeholders in the Evolving Private Hospital Ecosystem in India

印度私立医院生态系统演变中各利益相关者面临的关键挑战分析

Hospital employees' turnover is one of the problems with which both public and private organizations have been faced for many years. Employees' turnover can cause many organization's investments in employees to be wasted and the stability and continuity of the organizational activities to be undermined. The present study aimed to investigate the effects of social support and mediating factors on the turnover intention of administrative and financial employees working in the teaching hospitals affiliated to Shiraz University of Medical Sciences, Iran, using structural equation modeling in 2017. This was an applied, cross-sectional, and descriptive-analytic study conducted on the administrative and financial employees working in the teaching hospitals affiliated to Shiraz University of Medical Sciences in 2017. The results showed that the proposed model remarkably explained "turnover intention," and the overall validity of the model was confirmed. Accordingly, 15 of 21 study hypotheses were supported. Moreover, the results showed that social support had an indirect significant association with the hospital employees' turnover intention and could decrease it through increasing the employees' organizational commitment, psychological empowerment, and core self-evaluation and reducing their job stress and job burnout (P < .05). To reduce the hospital employees' turnover intention in hospitals, employ suitable and qualified individuals for the positions, provide training courses such as stress management, improve better interactions and mutual cooperation among managers and employees, provide job security and job enrichment, and create a comfortable and relaxed working environment.

Ramin Ravangard

Sara Dianat

Nasrin Shokrpour

The Factors Affecting Hospital Employees' Turnover Intentions

影响医院员工离职意向的因素

Shared vision has been used by the nursing community for over 20 years, but this concept and its language are not presented consistently. At its most basic level, shared vision consists of identifying what a group wants to create. The main objective of this study is to provide a concept analysis of shared vision from an evolutionary nursing perspective within health care organizations. Forty-eight nursing journal articles from 1989 to 2016 were included in the analysis. The concept is presented within the nursing literature as a process or an outcome relying on top-down or bottom-up approaches to defining the future of care. Nurses are central and active in visioning while patients and families are passive recipients. Leaders have an important role to play in shared vision.

Julie Frechette

Shared Vision in Nursing

护理中的共同愿景

We live in a world where big medical data are being compiled. Many people make use of biometric information gathered by a variety of health care devices linked to smartphones, such as Fitbit devices. In addition, the development of medical information management schemes and the introduction of health information systems have greatly increased the possibility of using medical records stored in medical institutions. With the development of sensor technology and analytical capabilities, we have gained new knowledge through big data, stemming from the collection of data that was not important in the current medical area. Digital health care is moving toward creating value while creating utility as well based on data collected beyond the level of those collected by sensors. Only organizations that have quickly entered the market and accumulated data and have already developed advanced algorithms based on the data can be competitive. However, digital health care companies that survive in the market will lead the change and will reorganize the health care sector. In addition, a big data-based health care platform can help increase the number of e-patients through patient participation.

Minsoo Jung

Digital Health Care and the Fourth Industrial Revolution

数字医疗与第四次工业革命

Project management (PM) is considered an important competency for improving organizational efficiencies, and its practice is evolving in health care organizations. As a medium-sized health care organization, Ontario Shores Centre for Mental Health Sciences used a hybrid PM office model and created a PM network to connect the small, centralized PM office to the decentralized project leaders. The key components to create the PM network were (1) skilled leader, (2) organizational support, (3) infrastructure, and (4) session content. Membership grew from 12 to 45 members within the first year. The network continues to evolve to meet member and organizational needs.

Laurel Giasson

The Best of Both Models

两种模型的最佳结合

Communication is perhaps one of the greatest challenges facing managers and leaders today. Clearly articulating ideas and expectations to employees is vital to the productivity and the longevity of an organization. Furthermore, the style in which the communication is delivered has an influence on the satisfaction levels of employees. Research has discovered that there are many different styles in which a leader may communicate with employees. Research has provided several methods that aid in determining which style is the most appropriate for any given circumstance. Research has demonstrated how appropriate and effective communication is used to promote organizational health. Furthermore, research has demonstrated how inappropriate communication may decrease employee satisfaction. Finally, research has provided methods to aid in improving communication styles and delivery.

Joel M. Hicks

Leader Communication Styles and Organizational Health

领导沟通风格与组织健康

The nursing shortage has received much media attention; however, something that contributes to it—nurse turnover—has not received the same attention. Facilities spend time and money to train new employees only to have them leave within a few months. Staff morale, money, time, and quality of care are all affected by nurse turnover. The fact that it often occurs so soon after one takes a position makes it pertinent to look at the process of transition into the new position, namely, the orientation program. This article examines the turnover statistics, costs, rationale, and orientation programs that have proven positive results. It is hoped that the findings can assist health care facilities to replicate successful orientation programs and reduce nurse turnover.

Joan M. Kiel

An Analysis of Restructuring Orientation to Enhance Nurse Retention

重组导向对提高护士留任率的分析

Falls can have lasting psychological and physical consequences, particularly fractures and slow- healing processes, and patients may also lose confidence in walking. Injuries from falls lead to functional decline, institutionalization, higher health care costs, and decreased quality of life. The process related to the problem of patient falls in the hospital, using the nursing model developed by the theorist, Ida Jean Orlando, is explained in this article. The useful tool that provides guidance to marketers in this endeavor is Maslow’s hierarchy of needs. During acute illness, individuals are greatly in need of satisfying their physiological needs. If these needs are not met, patients leave the hospital lacking a positive experience. Initial fall risk assessment is critical to plan intervention and individualize care plan. Interventions depend on the severity of fall risk factors.

Sam Abraham

Fall Prevention Conceptual Framework

跌倒预防概念框架

Most health care employees experience and are bolstered by compassion satisfaction as they deal with patients in need. However, the more empathetic a health care provider is, the more likely he or she will experience compassion fatigue. Compassion fatigue is a negative syndrome that occurs when dealing with the traumatic experiences of patients, and examples of symptoms include intrusive thoughts, sleeping problems, and depression. Compassion fatigue is different from burnout. Compassion fatigue is a rapidly occurring disorder for primary health care workers who work with suffering patients, whereas burnout, a larger construct, is a slowly progressing disorder for employees who typically are working in burdensome organizational environments. Managers can mitigate problems associated with compassion fatigue with a number of interventions including patient reassignments, formal mentoring programs, employee training, and a compassionate organizational culture. With burnout, health care managers will want to focus primarily on chronic organizational problems.

Lise Anne Slatten

Kerry David Carson

Paula Phillips Carson

Compassion Fatigue and Burnout

同情疲劳与职业倦怠

Ethical issues related to electronic health records (EHRs) confront health personnel. Electronic health records create conflict among several ethical principals. Electronic health records may represent beneficence because they are alleged to increase access to health care, improve the quality of care and health, and decrease costs. Research, however, has not consistently demonstrated access for disadvantaged persons, the accuracy of EHRs, their positive effects on productivity, nor decreased costs. Should beneficence be universally acknowledged, conflicts exist with other ethical principles. Autonomy is jeopardized when patients’ health data are shared or linked without the patients’ knowledge. Fidelity is breached by the exposure of thousands of patients’ health data through mistakes or theft. Lack of confidence in the security of health data may induce patients to conceal sensitive information. As a consequence, their treatment may be compromised. Justice is breached when persons, because of their socioeconomic class or age, do not have equal access to health information resources and public health services. Health personnel, leaders, and policy makers should discuss the ethical implications of EHRs before the occurrence of conflicts among the ethical principles. Recommendations to guide health personnel, leaders, and policy makers are provided.

ISSN	1525-5794, 1550-512X
h-index	33

涉及主题	政治学经济法学业务经济增长计算机科学医疗保健医学心理学生物护理部管理哲学工程类公共关系物理社会学数学化学量子力学
出版信息	出版商: Lippincott Williams and Wilkins Ltd.，出版周期: ，期刊类型: journal，开源期刊: 否
基本数据	创刊年份: 1998，原创研究文献占比: 0.00%，自引率:N.A.， Gold OA占比: 0.00%

Health Care Manager

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