Dissertations / Theses on the topic 'Medical workforce'
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Wallace, Rick L. "Engaging the Clergy in the Oncology Workforce." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/8736.
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Kast, Marcia L. "Impact of aging nurses on workforce planning at Gundersen Lutheran Medical Center." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007kastm.pdf.
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Wang, Chunxiao. "Trends in geographic disparities in health workforce and hospital-beds in Guangdong Province." Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/B4171197X.
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Cihangir, Cigdem. "A Hierarchical Decision Support System For Workforce Planning In Medical Equipment Maintenance Services." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612778/index.pdf.
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In this thesis, we propose a hierarchical level decision support system for workforce planning in medical equipment maintenance services.
In strategic level, customer clusters and the total number of field engineers is determined via a mixed integer programming and simulation. In MIP, we aim to find the minimum number of field engineers. Afterwards, we analyze service measures such as response time via simulation.
In tactical level, quarterly training program for the field engineers is determined via mixed integer programming and the results are interpreted in terms of service level via simulation.
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王春曉 and Chunxiao Wang. "Trends in geographic disparities in health workforce and hospital-bedsin Guangdong Province." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B4171197X.
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Lane, Cathie Anne Clinical School St George Hospital Faculty of Medicine UNSW. "Optimising Australian postgraduate medical education and training in nephrology." Awarded by:University of New South Wales. Clinical School - St George Hospital, 2009. http://handle.unsw.edu.au/1959.4/44662.
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The optimal manner in which to train nephrologists has not been studied. The objectives of this research were to determine:- 1. The educational and historical basis underpinning the Australian nephrology training program. 2. The drivers surrounding a career choice in nephrology. 3. What constitutes an ???ideal??? nephrologist and how nephrologists spend their work time, thereby identifying skills and attributes to be fostered in training. 4. Impediments to training, including examination of the available workforce. Five sub studies were undertaken, utilising a combined quantitative and qualitative approach (mixed methods): 1) A national Basic Physician Trainee (BPT) questionnaire, 2) a national nephrology workforce study, and in-depth interviews of: 3) nephrology patients, 4) nephrology trainees and 5) practicing nephrologists. New findings arising from this research reveal: doctors choose nephrology as a career if exposed to the specialty in a positive manner with good role models, however, there are a range of modifiable factors that make nephrology unattractive to many BPTs; workload is high, impacting negatively on training and trainee recruitment; Nephrologists spend most time in the management of dialysis and transplant patients but have a range of other roles in day to day practice, essential information to develop a competency based training program; availability of nephrologists for training is suboptimal and will likely worsen; Patients and doctors apply and weight parameters differently when defining an ???ideal nephrologist???. Both groups believed that specialist knowledge remains an essential requirement but patients focused more on good communication skills. This research provides evidence that the training program should incorporate training in advanced communication and basic research skills and promotion of an holistic approach to patient care. There is no formal alignment of training with assessment. Trainees and nephrologists believe that feedback is critical to learning, yet the assessment process is not underpinned by sound educational principles. This can be rectified using the findings of this research in conjunction with curriculum development and performance assessment. This research should provide an approach to the examination of training that is applicable to many internal medicine specialties. Importantly, nephrology training can now be improved with sound educational principles, underpinned by the findings of this research.
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Clifford, Mary. "Implications of an all BSN Workforce Policy." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4844.
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Discussion continues about requiring a Bachelor of Science in Nursing (BSN) as the minimum requirement for entry into registered nursing practice. A Magnet-® recognized hospital located in the Northeast United States is requiring all registered nurses without a BSN (n=284 or 28%) to obtain their BSN by 2022 as a condition for employment. The purpose of this project was to quantify the potential number and rationale of nurses who are not planning to return to school. The 2 practice focused questions are (a) What is the rationale for nurses who do not plan to pursue their BSN degree and (b) What is the potential cost to the organization due to projected gaps in the workforce by 2022. The theory of reasoned action was utilized as a model of decision making. A total of 29% of non-BSN nurses responded to a questionnaire, with 54.55% replying that they plan to obtain their BSN by 2022. The primary barriers for not planning to return for a BSN were a perceived lack of the degree's value and financial issues. More than 1/3 of those respondents not planning to obtain the BSN are planning to retire, which is consistent with national trends. An extrapolation of data showed the nursing turnover rate rising to 10.62% as 2022 approaches, significantly higher than the normal rate of 5.3%. The turnover rate may increase recruiting and orientation costs for the hospital facility over both the short and long term in a state where nearly 38% of graduates have either a diploma or an associate degree in nursing. The social change implication is a need for a re-examination of roles for various levels of registered nursing or a consensus on the BSN for nursing licensure.
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Bronsburg, Stephen Edward. "The Impact of an Osteopathic Medical Program on Information Technology Skills of Physicians Entering the Workforce." NSUWorks, 2011. http://nsuworks.nova.edu/gscis_etd/103.
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Increasingly, the health care field is utilizing information technology (IT) to help manage large volumes of medical data. This has created a need for health care workers to learn IT skills, which include information gathering skills (IGS), information analysis skills (IAS), and technology skills (TS). Research focused on medical students learning IT skills seems limited, while research focused on IT skills, age, and gender appear contradictory. Research suggests that physicians lack necessary health care industry specific IT skills.
The survey instrument used the three aforementioned skills (IGS, IAS, & TS), based on the Learning Skills Profile (LSP), to measure IT skill competency of both entering osteopathic medical students (group 1) and those who graduated medical school (group 2). Careful examination of both groups allowed for such comparison as they had similar gender distribution and Medical College Admission Test (MCAT) scores. A systematic way to measure student learning is to compare student competencies at the beginning and end of their education experience, while time permits, or ensure the two groups are as similar as possible in their demographic characteristics.
Data was collected from a sample of 430 students, 230 from Group 1, and 200 from group 2 at a private non-profit university in the southeastern United States. Data was analyzed from 102 participants who took the survey indicating a 24% response rate. Strong reliability was recorded for IGS, IAS, and TS with Cronbach's Alphas of .886, .934, and .937, respectively. Significant difference analysis was done using the non-parametric Mann Whitney U test and skills enhancements were plotted on star-graphs to demonstrate increases, if any, of the measured skills. Overall, IGS and IAS showed significant differences in skill enhancements, while TS did not demonstrate a significant skill enhancement between both groups. Additional attention should be given in current medical schools to enhance the TS of medical students, not just the enhancement of IGS and IAS. Gender testing resulted in a significant difference between the groups, while age did not. Limitations for the study were that both groups were surveyed during the same year from one osteopathic medical school. Future suggestions are presented.
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D'Andrea, Maureen. "A study investigating the health care support service training needs for Gloucester County and workforce development demand /." Full text available online, 2005. http://www.lib.rowan.edu/home/research/articles/rowan_theses.
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Nichols, Perry Theodore. "Medication Reconciliation, Competency, Timely and Effective Care, and Hospital Readmissions." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7170.
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Hospital readmissions within 30 days of discharge result in significant multimillion-dollar penalties to thousands of Medicare-eligible hospitals throughout the United States and are indicators of suboptimal patient healthcare leading to less than ideal health outcomes for previously hospitalized patients. The purpose of this correlation study was to examine the relationship between medication reconciliation, nursing workforce competency, timely and effective care, and Medicare-eligible hospital 30-day readmission rates. The sample of 269 hospitals came from the population of Medicare-eligible hospitals throughout the United States. Complexity theory and the general model of readmission were theoretical frameworks grounding this study. Secondary data were from publicly available governmental databases. The reporting of the F statistic resulted in rejection of the null hypothesis in this study, based on evidence of the existence of a significant correlation between the variables. Findings shows a statistically significant relationship between nursing workforce competency, timely and effective care, and Medicare-eligible hospital 30-day readmission rates. Medication reconciliation, as measured in this study, was not a significant predictor of 30-day readmission rates. Implications of this study for positive social change include an understanding of factors related to hospital 30-day readmission rates to help leaders take action to enhance patient care, reduce inpatient care expenses, and decrease Medicare-imposed hospital penalties.
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Gillies, Annemarie. "Kia taupunga te ngākau Māori : anchoring Māori health workforce potential : a thesis presented for the degree of Doctor of Philosophy, Māori Studies, Massey University, Palmerston North, New Zealand." Massey University, 2006. http://hdl.handle.net/10179/994.
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In New Zealand Māori are under-represented in the workforce across multiple sectors. This thesis explores this incongruity with regard to Māori health. A Māori perspective and philosophical foundation formed the basis of the methodological approach, utilising a case study research design to inform the study. This provided the opportunity to explore Māori health workforce development initiatives and their potential to contribute to improvements and gains in Māori health. It was important that this work take into account social and economic factors and their impact on health, as well as the varying political climates of market oriented reform and a fiscal policy focus, because it has not only challenged Māori health development but also provided opportunities for increased Māori involvement and participation in health and New Zealand society. Therefore the thesis, while focused on health takes cognisance of and, coincides with the capacity and capability building efforts that have been a feature of overall Māori development, progress and advancement. In the context of this thesis Māori health workers are seen as leaders within their whānau, hapū, iwi, and Māori communities. Consequently a potential workforce that is strong and powerful can lead to anticipated gains in Māori health alongside other Māori movements for advancement. The potential cannot be under-estimated. This thesis argues that there are critical success factors, specific determinants, influencing Māori health workforce potential, and that these success factors have wider application. Therefore, as this thesis suggests Māori workforce development, especially in relationship to the health workforce, is dependent on effective Māori leadership, the application of Māori values to workplace practices, levels of resourcing that are compatible with training and development, critical mass, and targeted policies and programmes.
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Yami, A. "Using the theory of planned behaviour to explore the intentions of a multicultural nursing workforce to comply with policies and procedures in the Prince Sultan Military Medical City (PSMMC)." Thesis, University of Southampton, 2015. https://eprints.soton.ac.uk/381574/.
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The nursing shortage in the Kingdom of Saudi Arabia (KSA) causes administrative difficulties and increases worries about the quality of healthcare being provided, as well as contributing to the employment of a multicultural nursing workforce. Evidence indicates that, although nurses are increasingly compliant with nursing policies and procedures to ensure a higher quality of nursing care, there is still a wide variance in that compliance. The Theory of Planned Behaviour (TPB) is a social cognitive model of behaviour used to investigate attitudes and behavioural relationships and to understand individuals’ behavioural intentions in relation to their performance. However, the TPB has not been previously used to attempt to explain this variance in a multicultural nursing workforce. The aim of this study was to examine the usefulness of the TPB in explaining variations in nurses’ intentions to comply with the pre-operative skin preparation policy. This study consisted of two phases, both conducted within a large military hospital in the KSA. The first phase, an elicitation study, was carried out to identify salient beliefs about compliance behaviour held by nurses working in general surgical areas. The findings from the elicitation study were used to develop the final theory-based questionnaire developed to understand the beliefs underpinning nurses’ intention to comply with the pre-operative skin preparation policy. The second phase of the study involved an anonymous and self-administered questionnaire designed to assess the variables in the TPB. The instrument included measures of behavioural intention to comply with pre-operative skin preparation policy, attitudes, subjective norms and Perceived Behavioural Control (PBC). Due to data that were not normally distributed, behavioural intention was dichotomised into high behavioural intention and low behavioural intention. A logistic regression analysis was used to test the relationships between the behavioural intention and the TPB variables. The results revealed that the TPB model explained up to 40% of variance in behavioural intention to comply with the pre-operative skin preparation policy, X2 (5, N=229)= 21.5, P<0.05. Results showed that attitudes (Odds Ratio= 3.86, 95% Confidence Interval= 2.07-7.20, P<0.05) and subjective norms were the significant predictors of nurses' high behavioural intentions. However, PBC (Odds ratio 1.30, 95% CI= 0.81-2.09, P>0.05) was not. In conclusion, the findings of this study support the usefulness of the TPB model in predicting nurses’ intentions to comply with a pre-operative skin preparation policy. The results could be used to develop effective intervention strategies based on the nurses' beliefs that underpin their behavioural intention to comply with hospital guidelines and policies. However, future research can confirm the result of this study and expanding the list of contextual variables.
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Mpofu, Charles. "Immigrant medical practitioners' experience of seeking New Zealand registration a participatory study : a thesis submitted to Auckland University of Technology in partial fulfilment of the requirements of the degree of Master of Health Science, 2007." Click here to access this resource online, 2007. http://hdl.handle.net/10292/404.
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This qualitative modified participatory study underpinned by social critical theory explored the experiences of immigrant medical practitioners seeking registration in New Zealand. The occupational science notions of occupation, occupational deprivation and occupational apartheid were used to understand the experiences of the participants. The objective of the study was to understand the experiences of the participants and facilitate their self-empowerment through facilitated dialogue, affording them opportunities for collective action. Data was obtained through in-depth interviews and focus group discussions with eighteen immigrant medical practitioners who were doctors and dentists as well as two physiotherapists. The two physiotherapists were sampled out of necessity to explore diversity in findings. Transcripts were analysed using thematic analysis. This method included the processes of coding data into themes and then collapsing themes into major themes which were organised under categories. Four categories were created in the findings describing the experiences of immigrant practitioners and suggesting solutions. Firstly; findings revealed that immigrant medical practitioners had a potential worth being utilised in New Zealand. Secondly; it was found that these participants faced negative and disabling experiences in the process of being registered. Thirdly; the emotional consequences of the negative experiences were described in the study. Fourthly; there were collectively suggested solutions where the participants felt that their problems could be alleviated by support systems modelled in other Western English speaking countries that have hosted high numbers of immigrant medical practitioners from non-English speaking countries. This collective action was consistent with the emancipatory intent of participatory research informed by social critical theory. This study resulted in drawing conclusions about the implications of the participants’ experiences to well-being, occupational satisfaction as well as diverse workforce development initiatives. This study is also significant in policy making as it spelt out the specific problems faced by participants and made recommendations on what can be done to effectively utilise and benefit from the skills of immigrant medical practitioners. A multi-agency approach involving key stakeholders from the government departments, regulatory authorities, medical schools and immigrant practitioners themselves is suggested as a possible approach to solving the problems faced by these practitioners.
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Orcutt, Venetia L. "The Supply and Demand of Physician Assistants in the United States: A Trend Analysis." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3633/.
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The supply of non-physician clinicians (NPCs), such as physician assistant (PAs), could significantly influence demand requirements in medical workforce projections. This study predicts supply of and demand for PAs from 2006 to 2020. The PA supply model utilized the number of certified PAs, the educational capacity (at 10% and 25% expansion) with assumed attrition rates, and retirement assumptions. Gross domestic product (GDP) chained in 2000 dollar and US population were utilized in a transfer function trend analyses with the number of PAs as the dependent variable for the PA demand model. Historical analyses revealed strong correlations between GDP and US population with the number of PAs. The number of currently certified PAs represents approximately 75% of the projected demand. At 10% growth, the supply and demand equilibrium for PAs will be reached in 2012. A 25% increase in new entrants causes equilibrium to be met one year earlier. Robust application trends in PA education enrollment (2.2 applicants per seat for PAs is the same as for allopathic medical school applicants) support predicted increases. However, other implications for the PA educational institutions include recruitment and retention of qualified faculty, clinical site maintenance and diversity of matriculates. Further research on factors affecting the supply and demand for PAs is needed in the areas of retirement age rates, gender, and lifestyle influences. Specialization trends and visit intensity levels are potential variables.
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Tolliver, Robert M. "Using the Theory of Planned Behavior to Predict Executives’ Intentions to Hire Psychologists in Federally Qualified Health Centers." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etd/3123.
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Health psychologists with training in integrated care are ideal candidates to work in Federally Qualified Health Centers (FQHCs). However, despite the large documented need for more behavioral health providers in FQHCs, psychologists are underrepresented in this setting compared to other behavioral health professions. The purpose of this study was to: 1) examine the specific beliefs that are most relevant to executives’ intentions to hire psychologists, 2) determine how executives’ perceived control over hiring psychologists varies by several demographic variables, and 3) examine how well the Theory of Planned Behavior (TPB) predicts executives’ intentions to hire psychologists. Method: Executives (N = 222) from every US Census defined division of the country completed an online TBP survey assessing demographics and beliefs about hiring psychologists. Path analysis was used to examine the relationships between TPB variables. Results: Executives ranked psychologists as highly proficient in integrated care and general clinical skills but less proficient in research and leadership skills. Compared to other skills, executives ranked research skills as lower in importance for clinical staff to possess. Longer executive job tenures (but not FQHC budget or rural status) predicted more perceived control over hiring practices. The standard TPB was a poor fit with the data, but a modified version explained 78% of the variance in executives’ intent to hire psychologists. In this model, executives’ normative beliefs were most predictive of their intent to hire. Implications: Results point to the importance of internal champions within FQHCs who advocate for psychologists as well as the need for early interprofessional education. Opportunities exist for health service psychologists to promote the value of research to executives and to differentiate themselves by emphasizing their skills in research and implementation science.
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Phipps, Amber Rose. "Strategies to Retain Employees in Clinical Laboratories." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2752.
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With 30 million citizens gaining access to U.S. healthcare through the Affordable Care Act by 2016, healthcare managers need preanalytic employees to ensure quality healthcare services can be provided. The purpose of this qualitative single case study explored strategies used to retain preanalytic employees. The target population consisted of 10 clinical laboratory managers in a single community-based clinical laboratory in the mid-southern United States, selected because of prior success in improved employee retention strategies. The conceptual framework grounding this study was the theory of work adjustment. Data triangulation occurred from using semistructured interviews and company documents. All interpretations from the data were subjected to member checking to ensure the trustworthiness of findings. Using the modified van Kaam method for data analysis, 3 themes included increasing employee training to enhance their roles as stakeholders, provide employee recognition and reward programs, and emphasizing to managers the importance of quality patient care. The application of the findings may contribute to social change by providing healthcare managers with new insights and strategies to retain preanalytic employees, reduce organizational costs associated with recruiting, replacing, and training of new employees, and potentially trained staff that provide quality healthcare services to community citizens.
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Hamamoto, Reinaldo Sergio. "Diplomas estrangeiros na força de trabalho médica brasileira." reponame:Repositório Institucional do FGV, 2010. http://hdl.handle.net/10438/8148.
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Migration is inevitable and it can be beneficial if well managed. Medical migration is an opportunity to attract new talents and to increase workforce. The purpose of this study was to evaluate the importance of international medical graduates in Brazil's health workforce. A search of current legislation on the matter was carried out. Using a qualitative methodology information on diploma revalidation was collected from universities and internationally trained doctors working in Brazil. Results showed incipient policy on this issue, influenced by governmental and corporate interests leading to an unequal process. A coordinated approach including the Ministries of Health and Education and Conselho Federal de Medicina, and a comprehensive debate on workforce planning would increase Brazil's competitiveness in international labor market and lower the risk to its population's health.
A migração de pessoas pode ser benéfica quando bem administrada. No caso dos médicos é uma oportunidade de atração de talentos ou de oferta adequada de força de trabalho. Partindo do referencial do médico imigrante, esta tese se propôs estudar a sua importância no Brasil e a sua inserção no mercado de trabalho. Para isso, foi feita pesquisa sobre a legislação correspondente - incluindo as determinações das universidades e do Conselho Federal de Medicina. Foi adotada uma metodologia qualitativa para a coleta de informações sobre revalidação de diplomas nas universidades e foram realizadas entrevistas com médicos graduados no exterior trabalhando no Brasil. Observou-se a incipiência das políticas em relação ao tema, influenciadas por interesses governamentais e corporativos, resultando num processo heterogêneo em relação aos seus objetivos. Sugere-se que a aproximação entre os Ministérios da Educação e da Saúde e o Conselho Federal de Medicina, além de um debate abrangente sobre planejamento de força de trabalho, possam aumentar a competitividade do Brasil na atração de talentos e diminuir o risco à saúde da população atribuível à atuação de médicos cuja competência não tenha sido aferida.
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Hayes-Burrell, Ingrid Monique. "Financing School-Based Health Centers: Sustaining Business Operational Services." ScholarWorks, 2015. http://scholarworks.waldenu.edu/dissertations/1684.
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Walden University
College of Management and Technology
This is to certify that the doctoral study by
Ingrid Hayes-Burrell
has been found to be complete and satisfactory in all respects,
and that any and all revisions required by
the review committee have been made.
Review Committee
Dr. Ify Diala, Committee Chairperson, Doctor of Business Administration Faculty
Dr. Anne Davis, Committee Member, Doctor of Business Administration Faculty
Dr. Yvette Ghormley, University Reviewer, Doctor of Business Administration Faculty
Chief Academic Officer
Eric Riedel, Ph.D.
Walden University
2015
â??
School-based health centers (SBHCs) have faced challenges in securing adequate funding for operations and developing sound business systems for billing and reimbursement. Specifically, administrators often lack strategies to develop and sustain funding levels to support appropriate resources for business operations. The focus of this descriptive study was to explore best practice strategies to develop and sustain funding through the experiences of SBHC administrators. The conceptual framework included Elkington's sustainability theory, which posits that corporate social responsibility, stakeholder involvement, and citizenship improve manager's effect on the business system. Twenty full-time SBHC administrators working in separate locations throughout the state of Maryland participated in semistructured telephone interviews. The van Kaam process was used to cluster descriptive experiences in data analysis that resulted in the development of thematic strategies for implementing best practices relevant to developing and sustaining funding for SBHC business operations. Major themes provided by the participants were interagency communications, creating marketing plans, and disparities in the allocation of funding for programs and professional staff. Findings indicated SBHC administrators continue to face challenges in developing and sustaining adequate funding for operations in the state of Maryland. Suggestions for future research include how administrators can develop marketing plans and explore long-range funding for SBHC services. The findings in this study may contribute to positive social change by demonstrating to officials in the Maryland State Department of Education the significance of SBHCs, and the need to increase mental health services.
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Bednall, Ruth. "The validation of the Royal Stoke Pharmacy Workforce Calculator : a mixed methods study." Thesis, Keele University, 2018. http://eprints.keele.ac.uk/4995/.
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Background: The Royal Stoke Pharmacy Workforce Calculator (RSPWC) was developed to meet a local need of identifying clinical pharmacy staffing levels, not described nationally. This study demonstrates the validity and transferability of the RSPWC and its application to other settings. Methods: A two-round Delphi consensus study was conducted to confirm the activity standard (tasks, times and frequencies) for clinical pharmacy services. An operator evaluation was undertaken to demonstrate the reliability of the tool by multiple operators and a series of qualitative interviews explored the utility of the tool in different settings. These research strands ran concurrently from April 2016 to December 2016. Results: Participants from 21 sites across the UK were recruited, including district general hospitals (nine), teaching hospitals (eleven) and one mental health trust. A wide range of staffing levels, across all staff groups, was reported. Consensus was achieved for 68% of components of the algorithm that drives the RSPWC. For a further 21% of components, ‘nationally-representative’ figures were identified from the data. Eleven percent of the components, those relating to elements dependent on individual patient responses to medicines, failed to achieve agreement. A pragmatic approach was taken in the derivation, from study data, of these activity frequencies for typical patient groups. Content validity of the tool was demonstrated. The ‘operator evaluation’ demonstrated reliability in its use by different operators. The application of this tool to a variety of settings was identified through the qualitative data. Discussion: The results of the study demonstrate the validity, transferability and utility of the RSPWC. They capture, for the first time, a consensus on the required service components for the delivery of pharmaceutical care, across multiple hospital sites nationally in the UK. Through this study a clinical pharmacy workforce calculator for acute hospital settings has been developed and validated.
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Hayes, Rosa B. "Working, but Poor: A Study of Georgia's Economic Self-Sufficiency Policies." unrestricted, 2006. http://etd.gsu.edu/theses/available/etd-07282006-150923/.
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Thesis (Ph. D.)--Georgia State University, 2006.Title from title screen. William L. Waugh, Jr., committee chair; Peter Lindsay, Allison Calhoun Brown, committee members. Electronic text (134 p. : ill. (some col.)) : digital, PDF file. Description based on contents viewed July 25, 2007. Includes bibliographical references (p. 128-134).
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McClure, Karen Jean Begley Charles E. Des Vignes-Kendrick Mary. "Texas laboratory healthcare workforce : Meeting the needs in 2015." 2007. http://proquest.umi.com/pqdweb?did=1428840481&sid=10&Fmt=2&clientId=68716&RQT=309&VName=PQD.
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Thesis (Ph. D.)--University of Texas Health Science Center at Houston, School of Public Health, 2007.Source: Dissertation Abstracts International, Volume: 68-10, Section: B, page: 6565. Adviser: Virginia Kennedy. Includes bibliographical references.
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Akl, Elie A. "Exploration of the potential causes for the migration of Lebanese medical graduates into the US physician workforce." 2008. http://proquest.umi.com/pqdweb?did=1542160161&sid=2&Fmt=2&clientId=39334&RQT=309&VName=PQD.
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Thesis (Ph.D.)--State University of New York at Buffalo, 2008.Title from PDF title page (viewed on Dec. 3, 2008) Available through UMI ProQuest Digital Dissertations. Thesis adviser: Schunemann, Holger J. Includes bibliographical references.
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McFayden, Lisa. "An examination of the structural and political barriers preventing permanent resident overseas-trained doctors from working as general practitioners in rural New South Wales." Thesis, 2008. http://hdl.handle.net/1959.13/29762.
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Research Doctorate - Doctor of PhilosophyThis thesis explores the barriers that are preventing large numbers of permanent resident overseas-trained doctors (PROTDs) from working as general practitioners (GPs) in rural New South Wales (NSW). It focuses specifically on doctors from non-English speaking backgrounds who are permanent residents of Australia or Australian citizens, and who migrated to Australia for reasons other than employment. This thesis explores the views and perceptions of PROTDs and does not specifically consider the views of other stakeholders. Archival, qualitative and quantitative research techniques have been used to determine the suitability of the policies and practices governing the appointment and registration of PROTDs in NSW, and to identify any policy changes required. This research demonstrates that the policies governing medical registration in NSW have frequently been driven by political factors, and have, at times, been used to control the size of the medical workforce. As a consequence of these policies, many PROTDs have been prevented from working as a doctor in NSW. Of particular concern is the lack of training or clinical experience available to PROTDs and their difficulties preparing for, and passing, the Australian Medical Council (AMC) examinations. The lack of accurate information regarding the requirements and opportunities for medical practice in NSW is also a major problem. PROTDs in NSW are unable to get the training and support they need to meet the requirements for medical registration in NSW and are rapidly losing their confidence, and their clinical skills. Not all PROTDs are going to have, or be able to acquire, the skills and knowledge required for general practice in rural NSW. However the need for additional doctors is sufficiently great to warrant a proactive approach from governments and relevant agencies. In the seven years it has taken to complete this research, most of the discriminatory aspects of the assessment and registration of PROTDs in NSW have been removed. However the legacy of previous policies and practices remains and a large number of PROTDs remain out of the medical workforce.
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McFayden, Lisa. "An examination of the structural and political barriers preventing permanent resident overseas-trained doctors from working as general practitioners in rural New South Wales." 2008. http://hdl.handle.net/1959.13/29762.
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Research Doctorate - Doctor of PhilosophyThis thesis explores the barriers that are preventing large numbers of permanent resident overseas-trained doctors (PROTDs) from working as general practitioners (GPs) in rural New South Wales (NSW). It focuses specifically on doctors from non-English speaking backgrounds who are permanent residents of Australia or Australian citizens, and who migrated to Australia for reasons other than employment. This thesis explores the views and perceptions of PROTDs and does not specifically consider the views of other stakeholders. Archival, qualitative and quantitative research techniques have been used to determine the suitability of the policies and practices governing the appointment and registration of PROTDs in NSW, and to identify any policy changes required. This research demonstrates that the policies governing medical registration in NSW have frequently been driven by political factors, and have, at times, been used to control the size of the medical workforce. As a consequence of these policies, many PROTDs have been prevented from working as a doctor in NSW. Of particular concern is the lack of training or clinical experience available to PROTDs and their difficulties preparing for, and passing, the Australian Medical Council (AMC) examinations. The lack of accurate information regarding the requirements and opportunities for medical practice in NSW is also a major problem. PROTDs in NSW are unable to get the training and support they need to meet the requirements for medical registration in NSW and are rapidly losing their confidence, and their clinical skills. Not all PROTDs are going to have, or be able to acquire, the skills and knowledge required for general practice in rural NSW. However the need for additional doctors is sufficiently great to warrant a proactive approach from governments and relevant agencies. In the seven years it has taken to complete this research, most of the discriminatory aspects of the assessment and registration of PROTDs in NSW have been removed. However the legacy of previous policies and practices remains and a large number of PROTDs remain out of the medical workforce.
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Piko, Lesley Margaret. "Optimising professional life: a grounded theory of doctors' careers." Phd thesis, 2014. http://hdl.handle.net/1885/13439.
Full textAbstract:
This thesis presents the Theory of Optimising Professional Life - a new career theory derived from the professional lives of experienced general practitioners (GPs) working in Australia. GP careers involve a portfolio of clinical and non-clinical roles and are most often forged in small, non-hierarchical, private business organisations. This career structure does not conform to the traditional notion of a linear upward progression that underpins many career theories. Furthermore, existing career theories do not reflect the Australian medical context, including the concerns, needs and behaviours of doctors working in Australia. The Theory of Optimising Professional Life was discovered using Glaser’s grounded theory method and a quantitative analysis of survey responses collected for the ‘Medicine in Australia: Balancing Employment and Life (MABEL)’ study. The Theory is compared and contrasted with Dawis and Lofquist’s Theory of Work Adjustment, Super’s career development theory, Patton and McMahon’s Systems Theory Framework and Arthur’s boundaryless career. This thesis found that the main concern GPs have when shaping their professional lives is sustainment - a concept encompassing the aspirational nature of GP career development while also recognising the need for self-care and financial reward. Dynamic tension exists among the three elements of sustainment: the need for self-care to sustain well-being, the need for work interest to sustain motivation and the need for financial reward to sustain lifestyle. This research reveals that GPs satisfy these needs by implementing solutions within four dimensions of professional life: clinical work treating patients, structuring the work day, integrating work-life balance and adapting oneself. The Theory of Optimising Professional Life contributes an occupation specific theory of person-environment fit that includes a dynamic approach to career development where career decisions and events are influenced by previous experiences of vocational adjustment. The Theory can be used by experienced GPs to develop their careers and the way they participate in the clinical workforce. In addition, this Theory provides a new perspective for the design and implementation of GP workforce policy that integrates the structural or organisational dimensions of an issue with the psychological dimensions.
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Maxey, Hannah L. "Understanding the Influence of State Policy Environment on Dental Service Availability, Access, and Oral Health in America's Underserved Communities." Thesis, 2014. http://hdl.handle.net/1805/5993.
Full textAbstract:
Indiana University-Purdue University Indianapolis (IUPUI)Oral health is crucial to overall health and a focus of the U.S. Health Center program, which provides preventive dental services in medically underserved communities. Dental hygiene is an oral health profession whose practice is focused on dental disease prevention and oral health promotion. Variations in the practice and regulation of dental hygiene has been demonstrated to influence access to dental care at a state level; restrictive policies are associated lower rates of access to care. Understanding whether and to what extent policy variations affect availability and access to dental care and the oral health of medically underserved communities served by grantees of the U.S. Health Center program is the focus of this study. This longitudinal study examines dental service utilization at 1,135 health center grantees that received community health center funding from 2004 to 2011. The Dental Hygiene Professional Practice Index (DHPPI) was used as an indicator of the state policy environment. The influence of grantee and state level characteristics are also considered. Mixed effects models were used to account for correlations introduced by the multiple hierarchical structure of the data. Key findings of this study demonstrate that state policy environment is a predictor of the availability and access to dental care and the oral health status of medically underserved communities that received care at a grantee of the U.S. Health Center program. Grantees located in states with highly restrictive policy environments were 73% less likely to deliver dental services and, those that do, provided care to 7% fewer patients than those grantees located in states with the most supportive policy environments. Population’s served by grantees from the most restrictive states received less preventive care and had greater restorative and emergency dental care needs. State policy environment is a predictor of availability and access to dental care and the oral health status of medically underserved communities. This study has important implications for policy at the federal, state, and local levels. Findings demonstrate the need for policy and advocacy efforts at all levels, especially within states with restrictive policy environments.