Journal of Health Organization and ManagementTable of Contents for Journal of Health Organization and Management. List of articles from the current issue, including Just Accepted (EarlyCite)https://www.emerald.com/insight/publication/issn/1477-7266/vol/38/iss/9?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestJournal of Health Organization and ManagementEmerald Publishing LimitedJournal of Health Organization and ManagementJournal of Health Organization and Managementhttps://www.emerald.com/insight/proxy/containerImg?link=/resource/publication/journal/0bd9572d71545d1dd0fec6a04471e464/urn:emeraldgroup.com:asset:id:binary:jhom.cover.jpghttps://www.emerald.com/insight/publication/issn/1477-7266/vol/38/iss/9?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestFrom hospital-centered care to home-centered care of older people: propositions for research and developmenthttps://www.emerald.com/insight/content/doi/10.1108/JHOM-03-2023-0077/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestProviding high-quality and cost-efficient care of older people is an important development priority for many health and social care systems in the world. This paper suggests a shift from acute, episodic and reactive hospital-centered care toward longitudinal, person-centered and proactive home-centered care. The purpose of this paper is to contribute to the knowledge of a comprehensive development strategy for designing and providing home-centered care of older people. The study design is based on qualitative research with an inductive approach. The authors study development initiatives at the national, regional and local levels of the Swedish health and social care system. The data collection methods included interviews (n = 54), meeting observations (n = 25) and document studies (n = 59). The authors describe findings related to policy actions and system changes, attempts to achieve collaboration, integration and coordination, new forms of care offerings, characteristics of work settings at home and differences in patients' roles and participation at home and in the hospital. The authors suggest home-centered care as a solution for providing person-centered and integrated care of older people and give examples of how this can be achieved. The authors outline five propositions for research and development related to national policies, service modularity as a solution for customized and coordinated care, developing human resources and infrastructure for home settings, expanding services that enable older people living at home and patient co-creation.From hospital-centered care to home-centered care of older people: propositions for research and development
Bonnie Poksinska, Malin Wiger
Journal of Health Organization and Management, Vol. 38, No. 9, pp.1-18

Providing high-quality and cost-efficient care of older people is an important development priority for many health and social care systems in the world. This paper suggests a shift from acute, episodic and reactive hospital-centered care toward longitudinal, person-centered and proactive home-centered care. The purpose of this paper is to contribute to the knowledge of a comprehensive development strategy for designing and providing home-centered care of older people.

The study design is based on qualitative research with an inductive approach. The authors study development initiatives at the national, regional and local levels of the Swedish health and social care system. The data collection methods included interviews (n = 54), meeting observations (n = 25) and document studies (n = 59).

The authors describe findings related to policy actions and system changes, attempts to achieve collaboration, integration and coordination, new forms of care offerings, characteristics of work settings at home and differences in patients' roles and participation at home and in the hospital.

The authors suggest home-centered care as a solution for providing person-centered and integrated care of older people and give examples of how this can be achieved.

The authors outline five propositions for research and development related to national policies, service modularity as a solution for customized and coordinated care, developing human resources and infrastructure for home settings, expanding services that enable older people living at home and patient co-creation.

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From hospital-centered care to home-centered care of older people: propositions for research and development10.1108/JHOM-03-2023-0077Journal of Health Organization and Management2024-01-24© 2024 Bonnie Poksinska and Malin WigerBonnie PoksinskaMalin WigerJournal of Health Organization and Management3892024-01-2410.1108/JHOM-03-2023-0077https://www.emerald.com/insight/content/doi/10.1108/JHOM-03-2023-0077/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Bonnie Poksinska and Malin Wigerhttp://creativecommons.org/licences/by/4.0/legalcode
Co-development of client involvement in health and social care services: examining modes of interactionhttps://www.emerald.com/insight/content/doi/10.1108/JHOM-10-2022-0310/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe involvement of clients in service encounters and service development has become a central principle for contemporary health and social care organizations. However, in day-to-day work settings, the shift toward client involvement is still in progress. We examined how health and social care professionals, together with clients and managers, co-develop their conceptions of client involvement and search for practical ways in which to implement these in organizational service processes. The empirical case of this study was a developmental intervention, the client involvement workshop, conducted in a Finnish municipal social and welfare center. The cultural-historical activity theory (CHAT) framework was used to analyze the development of client involvement ideas and the modes of interaction during the intervention. Analysis of the collective discussion revealed that the conceptions of client involvement developed through two interconnected object-orientations: Enabling client involvement in service encounters and promoting client involvement in the service system. The predominant mode of interaction in the collective discussion was that of “coordination.” The clients' perspective and contributions were central aspects in the turning points from coordination to cooperation; professionals crossed organizational boundaries, and together with clients, constructed a new client involvement-based object. This suggests that client participation plays an important role in the development of services. The CHAT-based examination of the modes of interaction clarifies the potential of co-developing client-involvement-based services and highlights the importance of clients' participation in co-development.Co-development of client involvement in health and social care services: examining modes of interaction
Anna-Leena Kurki, Elina Weiste, Hanna Toiviainen, Sari Käpykangas, Hilkka Ylisassi
Journal of Health Organization and Management, Vol. 38, No. 9, pp.19-35

The involvement of clients in service encounters and service development has become a central principle for contemporary health and social care organizations. However, in day-to-day work settings, the shift toward client involvement is still in progress. We examined how health and social care professionals, together with clients and managers, co-develop their conceptions of client involvement and search for practical ways in which to implement these in organizational service processes.

The empirical case of this study was a developmental intervention, the client involvement workshop, conducted in a Finnish municipal social and welfare center. The cultural-historical activity theory (CHAT) framework was used to analyze the development of client involvement ideas and the modes of interaction during the intervention.

Analysis of the collective discussion revealed that the conceptions of client involvement developed through two interconnected object-orientations: Enabling client involvement in service encounters and promoting client involvement in the service system. The predominant mode of interaction in the collective discussion was that of “coordination.” The clients' perspective and contributions were central aspects in the turning points from coordination to cooperation; professionals crossed organizational boundaries, and together with clients, constructed a new client involvement-based object. This suggests that client participation plays an important role in the development of services.

The CHAT-based examination of the modes of interaction clarifies the potential of co-developing client-involvement-based services and highlights the importance of clients' participation in co-development.

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Co-development of client involvement in health and social care services: examining modes of interaction10.1108/JHOM-10-2022-0310Journal of Health Organization and Management2024-02-12© 2024 Anna-Leena Kurki, Elina Weiste, Hanna Toiviainen, Sari Käpykangas and Hilkka YlisassiAnna-Leena KurkiElina WeisteHanna ToiviainenSari KäpykangasHilkka YlisassiJournal of Health Organization and Management3892024-02-1210.1108/JHOM-10-2022-0310https://www.emerald.com/insight/content/doi/10.1108/JHOM-10-2022-0310/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Anna-Leena Kurki, Elina Weiste, Hanna Toiviainen, Sari Käpykangas and Hilkka Ylisassihttp://creativecommons.org/licences/by/4.0/legalcode
Trust in embedding co-design for innovation and change: considering the role of senior leaders and managershttps://www.emerald.com/insight/content/doi/10.1108/JHOM-07-2023-0207/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn this viewpoint article, the authors recognize the increased focus in health systems on co-design for innovation and change. This article explores the role of leaders and mangers in developing and enhancing a culture of trust in their organizations to enable co-design, with the potential to drive innovation and change in healthcare. Using social science analyses, the authors argue that current co-design literature has limited focus on interactions between senior leaders and managers, and healthcare staff and service users in supporting co-designed innovation and change. The authors draw on social and health science studies of trust to highlight how the value-based co-design process needs to be supported and enhanced. We outline what co-design innovation and change involve in a health system, conceptualize trust and reflect on its importance within the health system, and finally note the role of senior leaders and managers in supporting trust and responsiveness for co-designed innovation and change. Healthcare needs leaders and managers to embrace co-design that drives innovation now and in the future through people – leading to better healthcare for society at large. As authors we argue that it is now the time to shift our focus on the role of senior managers and leaders to embed co-design into health and social care structures, through creating and nurturing a culture of trust. Building public trust in the health system and interpersonal trust within the health system is an ongoing process that relies upon personal behavior of managers and senior leaders, organizational practices within the system, as well as political processes that underpin these practices. By implementing managerial, leadership and individual practices on all levels, senior managers and leaders provide a mechanism to increase both trust and responsiveness for co-design that supports innovation and change in the health system.Trust in embedding co-design for innovation and change: considering the role of senior leaders and managers
Tina Bedenik, Claudine Kearney, Éidín Ní Shé
Journal of Health Organization and Management, Vol. 38, No. 9, pp.36-44

In this viewpoint article, the authors recognize the increased focus in health systems on co-design for innovation and change. This article explores the role of leaders and mangers in developing and enhancing a culture of trust in their organizations to enable co-design, with the potential to drive innovation and change in healthcare.

Using social science analyses, the authors argue that current co-design literature has limited focus on interactions between senior leaders and managers, and healthcare staff and service users in supporting co-designed innovation and change. The authors draw on social and health science studies of trust to highlight how the value-based co-design process needs to be supported and enhanced. We outline what co-design innovation and change involve in a health system, conceptualize trust and reflect on its importance within the health system, and finally note the role of senior leaders and managers in supporting trust and responsiveness for co-designed innovation and change.

Healthcare needs leaders and managers to embrace co-design that drives innovation now and in the future through people – leading to better healthcare for society at large. As authors we argue that it is now the time to shift our focus on the role of senior managers and leaders to embed co-design into health and social care structures, through creating and nurturing a culture of trust.

Building public trust in the health system and interpersonal trust within the health system is an ongoing process that relies upon personal behavior of managers and senior leaders, organizational practices within the system, as well as political processes that underpin these practices. By implementing managerial, leadership and individual practices on all levels, senior managers and leaders provide a mechanism to increase both trust and responsiveness for co-design that supports innovation and change in the health system.

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Trust in embedding co-design for innovation and change: considering the role of senior leaders and managers10.1108/JHOM-07-2023-0207Journal of Health Organization and Management2024-02-21© 2024 Tina Bedenik, Claudine Kearney and Éidín Ní ShéTina BedenikClaudine KearneyÉidín Ní ShéJournal of Health Organization and Management3892024-02-2110.1108/JHOM-07-2023-0207https://www.emerald.com/insight/content/doi/10.1108/JHOM-07-2023-0207/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Tina Bedenik, Claudine Kearney and Éidín Ní Shéhttp://creativecommons.org/licences/by/4.0/legalcode
Hospital doctor turnover and retention: a systematic review and new research pathwayhttps://www.emerald.com/insight/content/doi/10.1108/JHOM-04-2023-0129/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestSociety is critically dependent on an adequate supply of hospital doctors to ensure optimal health care. Voluntary turnover amongst hospital doctors is, however, an increasing problem for hospitals. The aim of this study was to systematically review the extant academic literature to obtain a comprehensive understanding of the current knowledge base on hospital doctor turnover and retention. In addition to this, we synthesise the most common methodological approaches used before then offering an agenda to guide future research. Adopting the PRISMA methodology, we conducted a systematic literature search of four databases, namely CINAHL, MEDLINE, PsycINFO and Web of Science. We identified 51 papers that empirically examined hospital doctor turnover and retention. Most of these papers were quantitative, cross-sectional studies focussed on meso-level predictors of doctor turnover. Selection criteria concentrated on doctors who worked in hospitals, which limited knowledge of one area of the healthcare environment. The review could disregard relevant articles, such as those that discuss the turnover and retention of doctors in other specialities, including general practitioners. Additionally, being limited to peer-reviewed published journals eliminates grey literature such as dissertations, reports and case studies, which may bring impactful results. Globally, hospital doctor turnover is a prevalent issue that is influenced by a variety of factors. However, a lack of focus on doctors who remain in their job hinders a comprehensive understanding of the issue. Conducting “stay interviews” with doctors could provide valuable insight into what motivates them to remain and what could be done to enhance their work conditions. In addition, hospital management and recruiters should consider aspects of job embeddedness that occur outside of the workplace, such as facilitating connections outside of work. By resolving these concerns, hospitals can retain physicians more effectively and enhance their overall retention efforts. Focussing on the reasons why employees remain with an organisation can have significant social repercussions. When organisations invest in gaining an understanding of what motivates their employees to stay in the job, they are better able to establish a positive work environment that likely to promote employee well-being and job satisfaction. This can result in enhanced job performance, increased productivity and higher employee retention rates, all of which are advantageous to the organisation and its employees. The review concludes that there has been little consideration of the retention, as opposed to the turnover, of hospital doctors. We argue that more expansive methodological approaches would be useful, with more qualitative approaches likely to be particularly useful. We also call on future researchers to consider focussing further on why doctors remain in posts when so many are leaving.Hospital doctor turnover and retention: a systematic review and new research pathway
Siva Shaangari Seathu Raman, Anthony McDonnell, Matthias Beck
Journal of Health Organization and Management, Vol. 38, No. 9, pp.45-71

Society is critically dependent on an adequate supply of hospital doctors to ensure optimal health care. Voluntary turnover amongst hospital doctors is, however, an increasing problem for hospitals. The aim of this study was to systematically review the extant academic literature to obtain a comprehensive understanding of the current knowledge base on hospital doctor turnover and retention. In addition to this, we synthesise the most common methodological approaches used before then offering an agenda to guide future research.

Adopting the PRISMA methodology, we conducted a systematic literature search of four databases, namely CINAHL, MEDLINE, PsycINFO and Web of Science.

We identified 51 papers that empirically examined hospital doctor turnover and retention. Most of these papers were quantitative, cross-sectional studies focussed on meso-level predictors of doctor turnover.

Selection criteria concentrated on doctors who worked in hospitals, which limited knowledge of one area of the healthcare environment. The review could disregard relevant articles, such as those that discuss the turnover and retention of doctors in other specialities, including general practitioners. Additionally, being limited to peer-reviewed published journals eliminates grey literature such as dissertations, reports and case studies, which may bring impactful results.

Globally, hospital doctor turnover is a prevalent issue that is influenced by a variety of factors. However, a lack of focus on doctors who remain in their job hinders a comprehensive understanding of the issue. Conducting “stay interviews” with doctors could provide valuable insight into what motivates them to remain and what could be done to enhance their work conditions. In addition, hospital management and recruiters should consider aspects of job embeddedness that occur outside of the workplace, such as facilitating connections outside of work. By resolving these concerns, hospitals can retain physicians more effectively and enhance their overall retention efforts.

Focussing on the reasons why employees remain with an organisation can have significant social repercussions. When organisations invest in gaining an understanding of what motivates their employees to stay in the job, they are better able to establish a positive work environment that likely to promote employee well-being and job satisfaction. This can result in enhanced job performance, increased productivity and higher employee retention rates, all of which are advantageous to the organisation and its employees.

The review concludes that there has been little consideration of the retention, as opposed to the turnover, of hospital doctors. We argue that more expansive methodological approaches would be useful, with more qualitative approaches likely to be particularly useful. We also call on future researchers to consider focussing further on why doctors remain in posts when so many are leaving.

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Hospital doctor turnover and retention: a systematic review and new research pathway10.1108/JHOM-04-2023-0129Journal of Health Organization and Management2024-02-27© 2024 Siva Shaangari Seathu Raman, Anthony McDonnell and Matthias BeckSiva Shaangari Seathu RamanAnthony McDonnellMatthias BeckJournal of Health Organization and Management3892024-02-2710.1108/JHOM-04-2023-0129https://www.emerald.com/insight/content/doi/10.1108/JHOM-04-2023-0129/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Siva Shaangari Seathu Raman, Anthony McDonnell and Matthias Beckhttp://creativecommons.org/licences/by/4.0/legalcode
Contingency and paradoxes in management practices—development plan as a casehttps://www.emerald.com/insight/content/doi/10.1108/JHOM-06-2022-0175/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestAs part of a national plan to govern professional and organizational development in Norwegian specialist healthcare, the country’s hospital clinics are tasked with constructing development plans. Using the development plan as a case, the paper analyzes how managers navigate and legitimize the planning process among central actors and deals with the contingency of decisions in such strategy work. This study applies a qualitative research design using a case study method. The material consists of public documents, observations and single interviews, covering the process of constructing a development plan at the clinical level. The findings suggest that the development plan was shaped through a multilevel translation process consisting of different contending rationalities. At the clinical level, the management had difficulties in legitimizing the process. The underlying tension between top-down and bottom-up steering challenged involvement and made it difficult to manage the contingency of decisions. The findings are relevant to public sector managers working on strategy documents and policymakers identifying challenges that might hinder the fulfillment of political intentions. This paper draws on a case from Norway; however, the findings are of general interest. The study contributes to the academic discussion on how to consider both the health authorities’ perspective and the organizational perspective to understand the manager’s role in handling the contingency of decisions and managing paradoxes in the decision-making process.Contingency and paradoxes in management practices—development plan as a case
Erlend Vik, Lisa Hansson
Journal of Health Organization and Management, Vol. 38, No. 9, pp.72-88

As part of a national plan to govern professional and organizational development in Norwegian specialist healthcare, the country’s hospital clinics are tasked with constructing development plans. Using the development plan as a case, the paper analyzes how managers navigate and legitimize the planning process among central actors and deals with the contingency of decisions in such strategy work.

This study applies a qualitative research design using a case study method. The material consists of public documents, observations and single interviews, covering the process of constructing a development plan at the clinical level.

The findings suggest that the development plan was shaped through a multilevel translation process consisting of different contending rationalities. At the clinical level, the management had difficulties in legitimizing the process. The underlying tension between top-down and bottom-up steering challenged involvement and made it difficult to manage the contingency of decisions.

The findings are relevant to public sector managers working on strategy documents and policymakers identifying challenges that might hinder the fulfillment of political intentions.

This paper draws on a case from Norway; however, the findings are of general interest. The study contributes to the academic discussion on how to consider both the health authorities’ perspective and the organizational perspective to understand the manager’s role in handling the contingency of decisions and managing paradoxes in the decision-making process.

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Contingency and paradoxes in management practices—development plan as a case10.1108/JHOM-06-2022-0175Journal of Health Organization and Management2024-02-29© 2024 Erlend Vik and Lisa HanssonErlend VikLisa HanssonJournal of Health Organization and Management3892024-02-2910.1108/JHOM-06-2022-0175https://www.emerald.com/insight/content/doi/10.1108/JHOM-06-2022-0175/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Erlend Vik and Lisa Hanssonhttp://creativecommons.org/licences/by/4.0/legalcode
Managing under austerity: a qualitative study of management–union relations during attempts to cut labour costs in three South African public hospitalshttps://www.emerald.com/insight/content/doi/10.1108/JHOM-11-2022-0324/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn this paper, the authors examine the strategies used to reduce labour costs in three public hospitals in South Africa, which were effective and why. In the democratic era, after the revelations of large-scale corruption, the authors ask whether their case studies provide lessons for how public service institutions might re-make themselves, under circumstances of austerity. A comparative qualitative case study approach, collecting data using a combination of interviews with managers, focus group discussions and interviews with shop stewards and staff was used. Management in two hospitals relied on their financial power, divisions between unions and employees' loyalty. They lacked the insight to manage different actors, and their efforts to outsource services and draw on the Extended Public Works Program failed. They failed to support staff when working beyond their scope of practice, reducing employees' willingness to take on extra responsibilities. In the remaining hospital, while previous management had been removed due to protests by the unions, the new CEO provided stability and union–management relations were collaborative. Her legitimate power enabled unions and management to agree on appropriate cost cutting strategies. Finding an appropriate balance between the new reality of reduced financial resources and the needs of staff and patients, requires competent unions and management, transparency and trust to develop legitimate power; managing in an authoritarian manner, without legitimate power, reduces organisational capacity. Ensuring a fair and orderly process to replace ineffective management is key, while South Africa grows cohorts of competent managers and builds managerial experience.Managing under austerity: a qualitative study of management–union relations during attempts to cut labour costs in three South African public hospitals
Thanduxolo Elford Fana, Jane Goudge
Journal of Health Organization and Management, Vol. 38, No. 9, pp.89-105

In this paper, the authors examine the strategies used to reduce labour costs in three public hospitals in South Africa, which were effective and why. In the democratic era, after the revelations of large-scale corruption, the authors ask whether their case studies provide lessons for how public service institutions might re-make themselves, under circumstances of austerity.

A comparative qualitative case study approach, collecting data using a combination of interviews with managers, focus group discussions and interviews with shop stewards and staff was used.

Management in two hospitals relied on their financial power, divisions between unions and employees' loyalty. They lacked the insight to manage different actors, and their efforts to outsource services and draw on the Extended Public Works Program failed. They failed to support staff when working beyond their scope of practice, reducing employees' willingness to take on extra responsibilities. In the remaining hospital, while previous management had been removed due to protests by the unions, the new CEO provided stability and union–management relations were collaborative. Her legitimate power enabled unions and management to agree on appropriate cost cutting strategies.

Finding an appropriate balance between the new reality of reduced financial resources and the needs of staff and patients, requires competent unions and management, transparency and trust to develop legitimate power; managing in an authoritarian manner, without legitimate power, reduces organisational capacity. Ensuring a fair and orderly process to replace ineffective management is key, while South Africa grows cohorts of competent managers and builds managerial experience.

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Managing under austerity: a qualitative study of management–union relations during attempts to cut labour costs in three South African public hospitals10.1108/JHOM-11-2022-0324Journal of Health Organization and Management2024-03-05© 2023 Thanduxolo Elford Fana and Jane GoudgeThanduxolo Elford FanaJane GoudgeJournal of Health Organization and Management3892024-03-0510.1108/JHOM-11-2022-0324https://www.emerald.com/insight/content/doi/10.1108/JHOM-11-2022-0324/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Thanduxolo Elford Fana and Jane Goudgehttp://creativecommons.org/licences/by/4.0/legalcode
Vertical policy coordination of COVID-19 testing in Sweden: an analysis of policy-specific demands and institutional barriershttps://www.emerald.com/insight/content/doi/10.1108/JHOM-09-2022-0278/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe build-up of large-scale COVID-19 testing required an unprecedented effort of coordination within decentralized healthcare systems around the world. The aim of the study was to elucidate the challenges of vertical policy coordination between non-political actors at the national and regional levels regarding this policy issue, using Sweden as our case. Interviews with key actors at the national and regional levels were analyzed using an adapted version of a conceptualization by Adam et al. (2019), depicting barriers to vertical policy coordination. Our results show that the main issues in the Swedish context were related to parallel sovereignty and a vagueness regarding responsibilities and mandates as well as complex governmental structures and that this was exacerbated by the unfamiliarity and uncertainty of the policy issue. We conclude that understanding the interaction between the comprehensiveness and complexity of the policy issue and the institutional context is crucial to achieving effective vertical policy coordination. Many studies have focused on countries’ overall pandemic responses, but in order to improve the outcome of future pandemics, it is also important to learn from more specific response measures.Vertical policy coordination of COVID-19 testing in Sweden: an analysis of policy-specific demands and institutional barriers
Anna Hallberg, Ulrika Winblad, Mio Fredriksson
Journal of Health Organization and Management, Vol. 38, No. 9, pp.106-124

The build-up of large-scale COVID-19 testing required an unprecedented effort of coordination within decentralized healthcare systems around the world. The aim of the study was to elucidate the challenges of vertical policy coordination between non-political actors at the national and regional levels regarding this policy issue, using Sweden as our case.

Interviews with key actors at the national and regional levels were analyzed using an adapted version of a conceptualization by Adam et al. (2019), depicting barriers to vertical policy coordination.

Our results show that the main issues in the Swedish context were related to parallel sovereignty and a vagueness regarding responsibilities and mandates as well as complex governmental structures and that this was exacerbated by the unfamiliarity and uncertainty of the policy issue. We conclude that understanding the interaction between the comprehensiveness and complexity of the policy issue and the institutional context is crucial to achieving effective vertical policy coordination.

Many studies have focused on countries’ overall pandemic responses, but in order to improve the outcome of future pandemics, it is also important to learn from more specific response measures.

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Vertical policy coordination of COVID-19 testing in Sweden: an analysis of policy-specific demands and institutional barriers10.1108/JHOM-09-2022-0278Journal of Health Organization and Management2024-03-11© 2024 Anna Hallberg, Ulrika Winblad and Mio FredrikssonAnna HallbergUlrika WinbladMio FredrikssonJournal of Health Organization and Management3892024-03-1110.1108/JHOM-09-2022-0278https://www.emerald.com/insight/content/doi/10.1108/JHOM-09-2022-0278/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Anna Hallberg, Ulrika Winblad and Mio Fredrikssonhttp://creativecommons.org/licences/by/4.0/legalcode
Does the healthcare decentralization provide better public health security capacity and health services satisfaction? An analysis of OECD countrieshttps://www.emerald.com/insight/content/doi/10.1108/JHOM-01-2023-0021/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestDecentralization has profound implications for many health systems. This study investigates the effect of health system decentralization in Organization for Economic Co-operation and Development (OECD) countries on public health security capacity and health service satisfaction. Multiple linear regression analyses were employed for variables related to the level of health security capacity and satisfaction with the healthcare system while controlling for all socio-demographic variables from the European Social Survey, including over 44,000 respondents from 25 OECD countries. The Health Systems in Transition series of countries were used for assessing the decentralization level. The result of multiple linear regression analyses showed that the level of decentralization in health systems was significantly associated with higher health security capacity (ß-coefficient 3.722, 95% confidence interval (CI) [3.536 3.908]; p=<0.001) and health service satisfaction (ß-coefficient 1.463, 95% CI [1.389 1.536]; p=<0.001) in the study. Countries with a higher level of decentralization in health policy tasks and areas were significantly likely to have higher health services satisfaction, whereas this satisfaction had a significant negative relation with the lower level of decentralization status of secondary/tertiary care services in OECD countries (ß-coefficient −5.250, 95% CI [−5.757–4.743]; p = 0.001). This study contributes to a better understanding of the extent to which decentralization of health services affects public health safety capacity and satisfaction with health services, whereas the level of decentralization in OECD countries varies considerably. Overall, the findings highlight the importance of public health security and satisfaction with health care delivery in assessing the effects of decentralization in health services.Does the healthcare decentralization provide better public health security capacity and health services satisfaction? An analysis of OECD countries
Veli Durmuş
Journal of Health Organization and Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

Decentralization has profound implications for many health systems. This study investigates the effect of health system decentralization in Organization for Economic Co-operation and Development (OECD) countries on public health security capacity and health service satisfaction.

Multiple linear regression analyses were employed for variables related to the level of health security capacity and satisfaction with the healthcare system while controlling for all socio-demographic variables from the European Social Survey, including over 44,000 respondents from 25 OECD countries. The Health Systems in Transition series of countries were used for assessing the decentralization level.

The result of multiple linear regression analyses showed that the level of decentralization in health systems was significantly associated with higher health security capacity (ß-coefficient 3.722, 95% confidence interval (CI) [3.536 3.908]; p=<0.001) and health service satisfaction (ß-coefficient 1.463, 95% CI [1.389 1.536]; p=<0.001) in the study. Countries with a higher level of decentralization in health policy tasks and areas were significantly likely to have higher health services satisfaction, whereas this satisfaction had a significant negative relation with the lower level of decentralization status of secondary/tertiary care services in OECD countries (ß-coefficient −5.250, 95% CI [−5.757–4.743]; p = 0.001).

This study contributes to a better understanding of the extent to which decentralization of health services affects public health safety capacity and satisfaction with health services, whereas the level of decentralization in OECD countries varies considerably. Overall, the findings highlight the importance of public health security and satisfaction with health care delivery in assessing the effects of decentralization in health services.

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Does the healthcare decentralization provide better public health security capacity and health services satisfaction? An analysis of OECD countries10.1108/JHOM-01-2023-0021Journal of Health Organization and Management2024-03-04© 2024 Emerald Publishing LimitedVeli DurmuşJournal of Health Organization and Managementahead-of-printahead-of-print2024-03-0410.1108/JHOM-01-2023-0021https://www.emerald.com/insight/content/doi/10.1108/JHOM-01-2023-0021/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Finnish experts' perceptions of digital healthcare forms in 2035 and the anticipated healthcare workforce impacts: a Delphi studyhttps://www.emerald.com/insight/content/doi/10.1108/JHOM-02-2023-0044/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestTo explore Finnish experts' perceptions of the forms of digital healthcare that are anticipated to be the most utilised in healthcare in the medium-term future (year 2035) and anticipated healthcare workforce impacts those forms will have. A total of 17 experts representing relevant interest groups participated in a biphasic online Delphi study. The results for each round were analysed using descriptive statistical methods and inductive content analysis. The forms of digital healthcare that the experts perceived as most likely to be utilised were those enabling patient participation, efficient organisation of services and automated data collection and analysis. The main impacts on the healthcare workforce were seen as being the redirection of workforce needs within the healthcare sector and need for new skills and new professions. The decrease in the need for a healthcare workforce was seen as less likely. The impacts were perceived as being constructed through three means: impacts within healthcare organisations, impacts on healthcare professions and impacts via patients. The results are not necessarily transferable to other contexts because the experts anticipated local futures. Patients' views were also excluded from the study. Healthcare organisations function in complex systems where drivers, such as regional demographics, legislation and financial constraints, dictate how digital healthcare is utilised. Anticipating the workforce effects of digital healthcare utilisation has received limited attention; the study adds to this discussion.Finnish experts' perceptions of digital healthcare forms in 2035 and the anticipated healthcare workforce impacts: a Delphi study
Liisa Lee, Mira Hammarén, Outi Kanste
Journal of Health Organization and Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

To explore Finnish experts' perceptions of the forms of digital healthcare that are anticipated to be the most utilised in healthcare in the medium-term future (year 2035) and anticipated healthcare workforce impacts those forms will have.

A total of 17 experts representing relevant interest groups participated in a biphasic online Delphi study. The results for each round were analysed using descriptive statistical methods and inductive content analysis.

The forms of digital healthcare that the experts perceived as most likely to be utilised were those enabling patient participation, efficient organisation of services and automated data collection and analysis. The main impacts on the healthcare workforce were seen as being the redirection of workforce needs within the healthcare sector and need for new skills and new professions. The decrease in the need for a healthcare workforce was seen as less likely. The impacts were perceived as being constructed through three means: impacts within healthcare organisations, impacts on healthcare professions and impacts via patients.

The results are not necessarily transferable to other contexts because the experts anticipated local futures. Patients' views were also excluded from the study.

Healthcare organisations function in complex systems where drivers, such as regional demographics, legislation and financial constraints, dictate how digital healthcare is utilised. Anticipating the workforce effects of digital healthcare utilisation has received limited attention; the study adds to this discussion.

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Finnish experts' perceptions of digital healthcare forms in 2035 and the anticipated healthcare workforce impacts: a Delphi study10.1108/JHOM-02-2023-0044Journal of Health Organization and Management2024-02-20© 2024 Emerald Publishing LimitedLiisa LeeMira HammarénOuti KansteJournal of Health Organization and Managementahead-of-printahead-of-print2024-02-2010.1108/JHOM-02-2023-0044https://www.emerald.com/insight/content/doi/10.1108/JHOM-02-2023-0044/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Enabling successful change in a high-demand working environment: a case study in a health care organizationhttps://www.emerald.com/insight/content/doi/10.1108/JHOM-02-2023-0051/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe anticipation of organizational change and the transition process often creates uncertainty for employees and can lead to stress and anxiety. It is therefore essential for all organizations, especially those that operate in high-demand working environments, to support the well-being of staff throughout the change process. Research on how employees respond to the organizational change of relocating to a new work space is limited. To fill this gap in the research, we present a case study examining the well-being of clinical and health care employees before and after a disruptive change: relocation in workplace facilities. In addition, factors that enabled successful change in this high-stress, high-demand working environment were investigated. Interviews were conducted with 20 participants before the relocation and 11 participants after relocation. Following an inductive approach, data were analyzed using thematic analysis to identify key themes. Our findings suggest that a supportive team, inclusive leadership and a psychologically safe environment, may buffer negative employee well-being outcomes during disruptive organizational change. This research contributes to the literature on successful organizational change in health care by highlighting the resources which support well-being throughout the change process and enabling the successful transition to a new facility.Enabling successful change in a high-demand working environment: a case study in a health care organization
Emma Clarke, Katharina Näswall, Jennifer Wong, Fleur Pawsey, Sanna Malinen
Journal of Health Organization and Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The anticipation of organizational change and the transition process often creates uncertainty for employees and can lead to stress and anxiety. It is therefore essential for all organizations, especially those that operate in high-demand working environments, to support the well-being of staff throughout the change process.

Research on how employees respond to the organizational change of relocating to a new work space is limited. To fill this gap in the research, we present a case study examining the well-being of clinical and health care employees before and after a disruptive change: relocation in workplace facilities. In addition, factors that enabled successful change in this high-stress, high-demand working environment were investigated. Interviews were conducted with 20 participants before the relocation and 11 participants after relocation. Following an inductive approach, data were analyzed using thematic analysis to identify key themes.

Our findings suggest that a supportive team, inclusive leadership and a psychologically safe environment, may buffer negative employee well-being outcomes during disruptive organizational change.

This research contributes to the literature on successful organizational change in health care by highlighting the resources which support well-being throughout the change process and enabling the successful transition to a new facility.

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Enabling successful change in a high-demand working environment: a case study in a health care organization10.1108/JHOM-02-2023-0051Journal of Health Organization and Management2024-03-22© 2024 Emerald Publishing LimitedEmma ClarkeKatharina NäswallJennifer WongFleur PawseySanna MalinenJournal of Health Organization and Managementahead-of-printahead-of-print2024-03-2210.1108/JHOM-02-2023-0051https://www.emerald.com/insight/content/doi/10.1108/JHOM-02-2023-0051/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
React, reframe and engage. Establishing a receiver mindset for more effective safety negotiationshttps://www.emerald.com/insight/content/doi/10.1108/JHOM-06-2023-0171/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe response of the receiver to a voiced patient safety concern is frequently cited as a barrier to health professionals speaking up. The authors describe a novel Receiver Mindset Framework (RMF) to help health professionals understand the importance of their response when spoken up to. The framework draws on the broader receiver-focussed literature and integrates innovative findings from a series of empirical studies. These studies examined different receiver behaviour within vignettes, retrospective descriptions of real interactions and behaviour in a simulated interaction. The authors' findings indicated that speaking up is an intergroup interaction where social identities, context and speaker stance intersect, directly influencing both perceptions of and responses to the message. The authors' studies demonstrated that when spoken up to, health professionals poorly manage their emotions and ineffectively clarify the speaker's concerns. Currently, targeted training for receivers is overwhelmingly absent from speaking-up programmes. The receiver mindset framework provides an evidence-based, healthcare specific, receiver-focussed framework to inform programmes. Grounded in communication accommodation theory (CAT), the resulting framework shifts speaking up training from being only speaker skill focussed, to training that recognises speaking up as a mutual negotiation between the healthcare speaker and receiver. This framework provides healthcare professionals with a novel approach to use in response to speaking up that enhances their ability to listen, understand and engage in point-of-care negotiations to ensure the physical and psychological safety of patients and staff.React, reframe and engage. Establishing a receiver mindset for more effective safety negotiations
Melanie Barlow, Bernadette Watson, Kate Morse, Elizabeth Jones, Fiona Maccallum
Journal of Health Organization and Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The response of the receiver to a voiced patient safety concern is frequently cited as a barrier to health professionals speaking up. The authors describe a novel Receiver Mindset Framework (RMF) to help health professionals understand the importance of their response when spoken up to.

The framework draws on the broader receiver-focussed literature and integrates innovative findings from a series of empirical studies. These studies examined different receiver behaviour within vignettes, retrospective descriptions of real interactions and behaviour in a simulated interaction.

The authors' findings indicated that speaking up is an intergroup interaction where social identities, context and speaker stance intersect, directly influencing both perceptions of and responses to the message. The authors' studies demonstrated that when spoken up to, health professionals poorly manage their emotions and ineffectively clarify the speaker's concerns. Currently, targeted training for receivers is overwhelmingly absent from speaking-up programmes. The receiver mindset framework provides an evidence-based, healthcare specific, receiver-focussed framework to inform programmes.

Grounded in communication accommodation theory (CAT), the resulting framework shifts speaking up training from being only speaker skill focussed, to training that recognises speaking up as a mutual negotiation between the healthcare speaker and receiver. This framework provides healthcare professionals with a novel approach to use in response to speaking up that enhances their ability to listen, understand and engage in point-of-care negotiations to ensure the physical and psychological safety of patients and staff.

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React, reframe and engage. Establishing a receiver mindset for more effective safety negotiations10.1108/JHOM-06-2023-0171Journal of Health Organization and Management2023-09-26© 2023 Emerald Publishing LimitedMelanie BarlowBernadette WatsonKate MorseElizabeth JonesFiona MaccallumJournal of Health Organization and Managementahead-of-printahead-of-print2023-09-2610.1108/JHOM-06-2023-0171https://www.emerald.com/insight/content/doi/10.1108/JHOM-06-2023-0171/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Healthcare professionals' voice as a road to burnout and work engagement? The role of relational outcomes: An exploratory study of European countrieshttps://www.emerald.com/insight/content/doi/10.1108/JHOM-06-2023-0200/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestHealthcare professionals are key in healthcare organisations but are subject to long working hours and may have to make complex life-and-death decisions. As frontline agents dealing with human lives, giving them a voice is paramount. This study explores the impact of employee voice (assessed based on employee perceptions on how much they are consulted and how much influence they have on task-related decisions) on health professionals' work engagement and burnout when mediated by relational outcomes (perceived organisational support, workplace trust, workplace recognition and meaningful work). A sample of 3,266 health professionals retrieved from the European Working Condition Survey was used. The quantitative analysis was performed using the partial least square structural equation modelling and multiple regression analyses. The results indicate that employee voice has a direct positive impact on work engagement, but employee voice's direct effects on burnout still need to be confirmed. Relational outcomes are found to mediate the relationship between employee voice and burnout (decreasing it) and between employee voice and work engagement (increasing it). Practices of employee voice in the workplace are fundamental to promoting health professionals' well-being. Trust, recognition, support and the feeling of doing meaningful work increase the influence of employee voice, especially in reducing the levels of burnout. This is the first study that assesses, at a European level, the importance that ‘giving health professionals a voice' has on crucial employee outcomes: work engagement, burnout and relational outcomes.Healthcare professionals' voice as a road to burnout and work engagement? The role of relational outcomes: An exploratory study of European countries
Micaela Pinho, Pedro Ferreira, Sofia Gomes
Journal of Health Organization and Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

Healthcare professionals are key in healthcare organisations but are subject to long working hours and may have to make complex life-and-death decisions. As frontline agents dealing with human lives, giving them a voice is paramount. This study explores the impact of employee voice (assessed based on employee perceptions on how much they are consulted and how much influence they have on task-related decisions) on health professionals' work engagement and burnout when mediated by relational outcomes (perceived organisational support, workplace trust, workplace recognition and meaningful work).

A sample of 3,266 health professionals retrieved from the European Working Condition Survey was used. The quantitative analysis was performed using the partial least square structural equation modelling and multiple regression analyses.

The results indicate that employee voice has a direct positive impact on work engagement, but employee voice's direct effects on burnout still need to be confirmed. Relational outcomes are found to mediate the relationship between employee voice and burnout (decreasing it) and between employee voice and work engagement (increasing it).

Practices of employee voice in the workplace are fundamental to promoting health professionals' well-being. Trust, recognition, support and the feeling of doing meaningful work increase the influence of employee voice, especially in reducing the levels of burnout.

This is the first study that assesses, at a European level, the importance that ‘giving health professionals a voice' has on crucial employee outcomes: work engagement, burnout and relational outcomes.

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Healthcare professionals' voice as a road to burnout and work engagement? The role of relational outcomes: An exploratory study of European countries10.1108/JHOM-06-2023-0200Journal of Health Organization and Management2023-12-08© 2023 Emerald Publishing LimitedMicaela PinhoPedro FerreiraSofia GomesJournal of Health Organization and Managementahead-of-printahead-of-print2023-12-0810.1108/JHOM-06-2023-0200https://www.emerald.com/insight/content/doi/10.1108/JHOM-06-2023-0200/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The role of open innovation in addressing resource constraints in healthcare: a systematic literature reviewhttps://www.emerald.com/insight/content/doi/10.1108/JHOM-06-2023-0203/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe resource crisis in healthcare can be alleviated by engaging external stakeholders and resources in healthcare delivery. The authors use value and open innovation concepts to understand what motivates the stakeholders to join the healthcare innovation ecosystem and what value such an ecosystem brings to healthcare. A systematic literature review following the PRISMA framework method was applied to reach the research objective. Out of a total of 509 identified articles published till 2021, 25 were selected as relevant for this review. Six categories of actors were identified, including innovation intermediaries, which were so far neglected in the healthcare innovation literature. Furthermore, patients, healthcare providers, innovation suppliers, investors and influencers were described. The authors also distinguished internal and external stakeholders. The authors show why and how open innovation projects contribute to involving external stakeholders and resources in healthcare delivery by contributing to patient autonomy, relationship building, knowledge transfer, improving collaborative mindset and culture, advancing know-how and bringing additional finances. This article is the first one to systematically describe the value of open innovation in healthcare. The authors challenge the positivist approach in value presented by value-based healthcare. The authors show how openness contributes to addressing the resource crisis by involving new stakeholders and resources in the care delivery process.The role of open innovation in addressing resource constraints in healthcare: a systematic literature review
Veronika Šlapáková Losová, Ondřej Dvouletý
Journal of Health Organization and Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The resource crisis in healthcare can be alleviated by engaging external stakeholders and resources in healthcare delivery. The authors use value and open innovation concepts to understand what motivates the stakeholders to join the healthcare innovation ecosystem and what value such an ecosystem brings to healthcare.

A systematic literature review following the PRISMA framework method was applied to reach the research objective. Out of a total of 509 identified articles published till 2021, 25 were selected as relevant for this review.

Six categories of actors were identified, including innovation intermediaries, which were so far neglected in the healthcare innovation literature. Furthermore, patients, healthcare providers, innovation suppliers, investors and influencers were described. The authors also distinguished internal and external stakeholders. The authors show why and how open innovation projects contribute to involving external stakeholders and resources in healthcare delivery by contributing to patient autonomy, relationship building, knowledge transfer, improving collaborative mindset and culture, advancing know-how and bringing additional finances.

This article is the first one to systematically describe the value of open innovation in healthcare. The authors challenge the positivist approach in value presented by value-based healthcare. The authors show how openness contributes to addressing the resource crisis by involving new stakeholders and resources in the care delivery process.

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The role of open innovation in addressing resource constraints in healthcare: a systematic literature review10.1108/JHOM-06-2023-0203Journal of Health Organization and Management2024-01-25© 2024 Emerald Publishing LimitedVeronika Šlapáková LosováOndřej DvouletýJournal of Health Organization and Managementahead-of-printahead-of-print2024-01-2510.1108/JHOM-06-2023-0203https://www.emerald.com/insight/content/doi/10.1108/JHOM-06-2023-0203/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Determinants of mobile health (M-Health) application adoption, usage and discontinuity among corporate workers diagnosed with hypertension and diabeteshttps://www.emerald.com/insight/content/doi/10.1108/JHOM-11-2022-0335/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study examined the determinants of mobile health (M-Health) application, adoption, usage and discontinuation among corporate workers diagnosed with hypertension and diabetes in Ghana. The diffusion innovation and reasoned action theories were employed using an exploratory design. Three hundred corporate workers diagnosed with diabetes and hypertension from three health facilities for the past six months were sampled for the study using a multi-stage sampling technique and administered questionnaires. Descriptive statistics and logistic regression tools were employed in the analysis of data. The study found a significant number of factors influencing m-health applications adoption, usage and discontinuity. These factors include nature and demand of job, perceived advantage, compatibility, complexity, triability, aesthetics and trust. Aesthetics emerged as the strongest predictive factor for the adoption, usage and discontinuity of use among diabetic and hypertensive corporate workers. With the adoption of M-Health applications, compatibility, as well as nature and demand of job, were significant predictors. With the usage of M-Health applications, complexity, triability, aesthetics and trust were significant predictors. Moreover, perceived advantage, compatibility, complexity and triability influenced significantly the choice to discontinue using M-Health applications. The study concluded that M-Health application functionalities play a valuable role in patients’ intention to adopt, use and discontinue the use of an M-Health application in Ghana. This exploratory study offers in-depth insight into how major M-Health application features affect its adoption, usage and discontinuity, providing crucial information for future research and the improvement of chronic condition healthcare delivery.Determinants of mobile health (M-Health) application adoption, usage and discontinuity among corporate workers diagnosed with hypertension and diabetes
Gabriel Kojovi Liashiedzi, Florence Elorm Eto, Roger Ayimbillah Atinga, Patience Aseweh Abor
Journal of Health Organization and Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study examined the determinants of mobile health (M-Health) application, adoption, usage and discontinuation among corporate workers diagnosed with hypertension and diabetes in Ghana.

The diffusion innovation and reasoned action theories were employed using an exploratory design. Three hundred corporate workers diagnosed with diabetes and hypertension from three health facilities for the past six months were sampled for the study using a multi-stage sampling technique and administered questionnaires. Descriptive statistics and logistic regression tools were employed in the analysis of data.

The study found a significant number of factors influencing m-health applications adoption, usage and discontinuity. These factors include nature and demand of job, perceived advantage, compatibility, complexity, triability, aesthetics and trust. Aesthetics emerged as the strongest predictive factor for the adoption, usage and discontinuity of use among diabetic and hypertensive corporate workers. With the adoption of M-Health applications, compatibility, as well as nature and demand of job, were significant predictors. With the usage of M-Health applications, complexity, triability, aesthetics and trust were significant predictors. Moreover, perceived advantage, compatibility, complexity and triability influenced significantly the choice to discontinue using M-Health applications. The study concluded that M-Health application functionalities play a valuable role in patients’ intention to adopt, use and discontinue the use of an M-Health application in Ghana.

This exploratory study offers in-depth insight into how major M-Health application features affect its adoption, usage and discontinuity, providing crucial information for future research and the improvement of chronic condition healthcare delivery.

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Determinants of mobile health (M-Health) application adoption, usage and discontinuity among corporate workers diagnosed with hypertension and diabetes10.1108/JHOM-11-2022-0335Journal of Health Organization and Management2024-03-05© 2024 Emerald Publishing LimitedGabriel Kojovi LiashiedziFlorence Elorm EtoRoger Ayimbillah AtingaPatience Aseweh AborJournal of Health Organization and Managementahead-of-printahead-of-print2024-03-0510.1108/JHOM-11-2022-0335https://www.emerald.com/insight/content/doi/10.1108/JHOM-11-2022-0335/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Impact of the initial COVID-19 response in the UK on speech and language therapy services: a nationwide survey of practicehttps://www.emerald.com/insight/content/doi/10.1108/JHOM-11-2022-0337/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestGlobally “non-urgent” health care services were ceased in response to the 2020 outbreak of COVID-19, until 2021, when restrictions were lifted. In the UK, this included speech and language therapy services. The implications of COVID-19 restrictions have not been explored. This study aimed to examine the impact of the UK’s COVID-19 response on speech and language therapy services. An online survey of the practice of speech and language therapists (SLTs) in the UK was undertaken. This explored SLTs’ perceptions of the demand for their services at a time when COVID-19 restrictions had been lifted, compared with before the onset of the pandemic. The analysis was completed using descriptive statistics and content analysis. Respondents were mostly employed by the UK’s National Health Service (NHS) or the private sector. Many participants reported that demands on their service had increased compared with before the onset of the pandemic. The need to address the backlog of cases arising from shutdowns was the main reason for this. Contributing factors included staffing issues and redeployment. Service users were consequently waiting longer for NHS therapy. Private therapy providers reported increased demand, which they directly attributed to these NHS challenges. This presents the only focused account of the impact of the national response to COVID-19 on speech and language therapy services in the UK. It has been identified that services continue to face significant challenges, which indicate a two-tier system is emerging. Healthcare system leaders must work with service managers and clinicians to create solutions and prevent the system from being overwhelmed.Impact of the initial COVID-19 response in the UK on speech and language therapy services: a nationwide survey of practice
Katie Chadd, Sophie Chalmers, Kate Harrall, Amelia Heelan, Amit Kulkarni, Sarah Lambert, Kathryn Moyse, Gemma Clunie
Journal of Health Organization and Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

Globally “non-urgent” health care services were ceased in response to the 2020 outbreak of COVID-19, until 2021, when restrictions were lifted. In the UK, this included speech and language therapy services. The implications of COVID-19 restrictions have not been explored. This study aimed to examine the impact of the UK’s COVID-19 response on speech and language therapy services.

An online survey of the practice of speech and language therapists (SLTs) in the UK was undertaken. This explored SLTs’ perceptions of the demand for their services at a time when COVID-19 restrictions had been lifted, compared with before the onset of the pandemic. The analysis was completed using descriptive statistics and content analysis.

Respondents were mostly employed by the UK’s National Health Service (NHS) or the private sector. Many participants reported that demands on their service had increased compared with before the onset of the pandemic. The need to address the backlog of cases arising from shutdowns was the main reason for this. Contributing factors included staffing issues and redeployment. Service users were consequently waiting longer for NHS therapy. Private therapy providers reported increased demand, which they directly attributed to these NHS challenges.

This presents the only focused account of the impact of the national response to COVID-19 on speech and language therapy services in the UK. It has been identified that services continue to face significant challenges, which indicate a two-tier system is emerging. Healthcare system leaders must work with service managers and clinicians to create solutions and prevent the system from being overwhelmed.

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Impact of the initial COVID-19 response in the UK on speech and language therapy services: a nationwide survey of practice10.1108/JHOM-11-2022-0337Journal of Health Organization and Management2024-03-26© 2024 Emerald Publishing LimitedKatie ChaddSophie ChalmersKate HarrallAmelia HeelanAmit KulkarniSarah LambertKathryn MoyseGemma ClunieJournal of Health Organization and Managementahead-of-printahead-of-print2024-03-2610.1108/JHOM-11-2022-0337https://www.emerald.com/insight/content/doi/10.1108/JHOM-11-2022-0337/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Lessons learned from the pandemic: expanding the collaboration between clinical and logistics activities in a hospitalhttps://www.emerald.com/insight/content/doi/10.1108/JHOM-12-2022-0363/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe Covid-19 pandemic generated significant changes in the operating methods of hospital logistics departments. The objective of this research is to understand how these changes took place, what collaboration mechanisms were developed with clinical authorities and, to what extent, logistics and clinical care activities should be decoupled to maximize each area's contribution? The case study is selected to investigate practices implemented during the COVID-19 pandemic in hospitals in Canada. The pandemic presented an opportunity to contrast practices implemented in response to this crisis with those historically used in this environment. The strategy of decoupling logistical tasks of an operational nature from clinical activities is well-founded and helps free clinical staff from tasks for which they are not trained. However, the decoupling of operational tasks should be combined with an integration of the clinical information flow to the logistics hub players. With this clinical information, the logistics hub can generate its full potential enabling better inventory management decisions to be made. The concept of decoupling is studied to identify configurations that offer the best benefits for clinical staff.Lessons learned from the pandemic: expanding the collaboration between clinical and logistics activities in a hospital
Martin Beaulieu, Jacques Roy, Denis Chênevert, Claudia Rebolledo, Sylvain Landry
Journal of Health Organization and Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The Covid-19 pandemic generated significant changes in the operating methods of hospital logistics departments. The objective of this research is to understand how these changes took place, what collaboration mechanisms were developed with clinical authorities and, to what extent, logistics and clinical care activities should be decoupled to maximize each area's contribution?

The case study is selected to investigate practices implemented during the COVID-19 pandemic in hospitals in Canada. The pandemic presented an opportunity to contrast practices implemented in response to this crisis with those historically used in this environment.

The strategy of decoupling logistical tasks of an operational nature from clinical activities is well-founded and helps free clinical staff from tasks for which they are not trained. However, the decoupling of operational tasks should be combined with an integration of the clinical information flow to the logistics hub players. With this clinical information, the logistics hub can generate its full potential enabling better inventory management decisions to be made.

The concept of decoupling is studied to identify configurations that offer the best benefits for clinical staff.

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Lessons learned from the pandemic: expanding the collaboration between clinical and logistics activities in a hospital10.1108/JHOM-12-2022-0363Journal of Health Organization and Management2024-03-26© 2024 Emerald Publishing LimitedMartin BeaulieuJacques RoyDenis ChênevertClaudia RebolledoSylvain LandryJournal of Health Organization and Managementahead-of-printahead-of-print2024-03-2610.1108/JHOM-12-2022-0363https://www.emerald.com/insight/content/doi/10.1108/JHOM-12-2022-0363/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited