OAR@UM Collection:https://www.um.edu.mt/library/oar/handle/123456789/492032026-06-17T08:32:40Z2026-06-17T08:32:40ZInvestigating the introduction of a performance management programme amongst Maltese primary health care nurses.https://www.um.edu.mt/library/oar/handle/123456789/498862020-11-10T06:12:25Z2007-01-01T00:00:00ZTitle: Investigating the introduction of a performance management programme amongst Maltese primary health care nurses.
Abstract: Performance management programmes (PMP) have become a
standard managerial tool with considerable potential for the future.
The utilisation of this programme facilitates effective management of
individuals and teams as well as the achievement of higher levels of
organizational performance. The PMP is an ongoing process that not
only facilitates planning and coaching but can also be used to evaluate
current employee performance with the intent of finding gaps in
performance which can be targeted in the next planning and coaching
phases.
This study aims at providing a situational analysis regarding the
introduction of a PMP for nurses working in the Primary Health Care
sector. The purpose of the study was to assess the willingness of
nurses and Nursing Officers working within the Primary Care setting
to accept the introduction of a PMP, the resulting impact and any
acceptable consequences that should follow.
A cross sectional study, making use of a self reported postal
questionnaire was adopted to survey all nurses (n = 156) and all
Nursing Officers (n = 9) working in the Primary Health Care
Department at the time of the survey. Sixty three percent of nurses and
all Nursing Officers returned a completed questionnaire.
Both nurses (Mean = 1.82; P = 0.001) and their Nursing
Officers (Mean = 1.67; P = 0.039) favour the introduction of a PMP.
Nursing Officers want to offer their support (Mean= 1.56; P = 0.004)
and are ready to discuss problems related to their subordinates'
performance (Mean= 1.44; P = 0.004) whilst the majority of nurses
(91%) participating in this study would like to attend a course related
to individual performance and want to be supported (Mean= 1.61; P =
0.001).
With a strong significant difference, this study revealed that if a
PMP was to be launched, nurses prefer their Nursing Officer to be the
person to evaluate them (Mean= 2.2; P = 0.001) and Nursing Officers
concord (Mean= 1.67; P = 0.039).
The main function of management has been described as the art
and science of planning, organizing, leading and controlling the
organization's resources, which include human, physical,
informational and financial, in order to reach the organizational goals
effectively and efficiently. The human resource has been identified as
the most valuable and therefore planning their performance and
controlling that objectives are met is a fundamental role of
management. Hence, it is imperative for managers and supervisors to
keep their employees motivated in order to obtain the best
performance from them, both in terms of production levels and quality
of output. This can be safeguarded by the introduction of a PMP.
Primary Care nurses and Nursing Officers in Malta are prepared to
embrace this.
Description: M.SC.HEALTH SERVICES MANGT.2007-01-01T00:00:00ZAn economic comparison of ready-to-use and in-house prepared microbiological culture media at the public health laboratory.https://www.um.edu.mt/library/oar/handle/123456789/492332020-11-13T10:55:16Z2007-01-01T00:00:00ZTitle: An economic comparison of ready-to-use and in-house prepared microbiological culture media at the public health laboratory.
Abstract: Background: Microbiological testing involves the use of microbiological culture media
for isolation of the micro organisms. Media can be purchased in a dehydrated form for
preparation in-house within the laboratory itself, or in a ready-to-use form.
Aim: The aim of this study is to perform a cost minimisation analysis on ready-to-use and
in-house prepared microbiological culture media to determine the most cost effective
adaptation for the Malta Public Health Laboratory.
Design: A cost minimisation analysis will be carried out to evaluate the costs of
purchasing microbiological culture media in a ready-to-use form or a dehydrated form
and to determine the most cost effective option for the Malta Public Health Laboratory.
An information questionnaire will also be included to identify practices and analyse
trends in similar laboratories in Malta.
Results: The option for preparing media in-house was found to be the cheaper option than
purchasing ready-to-use media, with a difference in costs of Lm 1,668.71c over a period
of four years.
Discussion: The results obtained make in-house preparation of media more attractive to
the Public Health Laboratory especially due to the unique circumstances of the
laboratory.
Conclusion: The Public Health Laboratory opts for the option of preparing
microbiological culture media in-house.
Description: P.Q.DIP.HEALTH SERVICES MANGT.2007-01-01T00:00:00ZCommunicating infection control information at St. Luke's Hospital: doctors' and nurses' viewshttps://www.um.edu.mt/library/oar/handle/123456789/448602020-11-08T06:14:49Z2007-01-01T00:00:00ZTitle: Communicating infection control information at St. Luke's Hospital: doctors' and nurses' views
Abstract: Infections in hospitals are a problem for health services around the world and are receiving
considerable political and media attention. Many factors contribute to the increase in
healthcare associated infection rates. The purpose of this study was to explore doctors' and
nurses' views regarding the communication of infection control information at S1. Luke's
Hospital. This study utilised an exploratory descriptive research design to determine what
infection control information nurses and doctors are receiving, from which sources and
through which channels and what their requirements and preferences are. Furthermore, the
strengths and weaknesses in communication with the infection control team were
explored.
Data was collected from a disproportional stratified random sample of nurses (n=143) and
doctors (n=63) working on inpatients wards within the hospital. A self administered
questionnaire formulated by the researcher was used to collect data. Validity and
reliability testing of the tool were performed. A response rate of 97.1 % was obtained.
Qualitative data was analysed through content analysis while quantitative data was
analysed using both descriptive and inferential statistics.
These findings indicated that nurses and doctors require information on a regular basis.
Despite some variations between grades, the frequency of communication initiated by
respondents is generally low. This study revealed a poor flow of information from the
infection control team to nurses and doctors. Respondents desire significantly more
information on all infection control topics than they are currently receiving.
Most staff gather information through immediate colleagues while simultaneously wishing
for much greater communication through face-to-face contact with the infection control
team. These findings indicated that respondents feel comfortable to receive information
from members of the same profession but there are barriers in information sharing
between professions. Although information is shared among colleagues, few clarify what
they heard thus increasing the possibility of relying on inaccurate information. Infection
control policies and guidelines were identified as a preferred source of information.
Respondents indicated different channel preferences for receiving information, but
revealed the need for more infection control information from different channels. This
suggests the use of multiple channels to send any information. However electronic
channels were the least preferred. Accessibility to a computer system and the regular use
of intranet and email was found to be low.
The results indicated that the sole support of the immediate senior is not always viewed
able to influence compliance. Several weaknesses and strengths and ways for
improvement were highlighted.
The results highlighted several management implications and a number of
recommendations were identified. The implementation of a communication strategy to
disseminate infection control information appears to be needed. A carefully planned
ongoing educational programme on key issues for different staff would meet the
respondents' needs. The introduction of infection control link nurses could be a way of
disseminating information informally among ward based staff. Creating informal network
structures to facilitate knowledge sharing across professions and clinical areas is thus
recommended.
Description: M.SC.HEALTH SERVICES MANGT.2007-01-01T00:00:00ZAn investigation of the factors that influence migration among Maltese hospital medical doctors.https://www.um.edu.mt/library/oar/handle/123456789/447102022-10-07T06:17:22Z2007-01-01T00:00:00ZTitle: An investigation of the factors that influence migration among Maltese hospital medical doctors.
Abstract: The achievement of goals in health care aimed at promoting quality,
equity, fairness and responsiveness, is negatively affected by the migration of
human resources - one of the factors of production of health services. This
concern has been voiced both by local as well as international authorities.
Several bodies and organisations are seeking to encourage further research to
gain knowledge about the reasons behind medical migration in order to be
able to draft effective human resources strategies.
The current study investigated the key reasons that predispose Maltese
hospital medical doctors to migrate. This study was aimed at:
• Designing a research tool that measures potential migration of
medical doctors.
• Developing a model that will identify and classify migration
'push' and 'pull' factors amongst Maltese medical doctors.
• Making recommendations on strategies for medical human
resources planning based on the above findings.
After approval from a Board of Studies and other authorities, the
researcher used a mixed methodology to achieve the above described research
objectives. In the first part of this study, the researcher conducted six (6)
individual semi structured interviews with medical doctors were conducted.
This was followed by a survey. A self-designed questionnaire was distributed
amongst 208 medical doctors working in state owned hospitals in Malta.
The study revealed that 57.8% of Maltese hospital doctors show a
predisposition to migrate with 13.3% actually planning their migration. More
than 75% of doctors intending to leave are mostly between 20 and 30 years
(p>0.001). Career development heads the list of reasons why doctors want to
migrate. This is followed by financial and employment factors. There was a
significant difference in perception regarding workload management between
those doctors who want to leave Malta and those who want to stay (p=O.021).
The United Kingdom is the preferred country for migration, followed
by Australia. Language and harmonisation of qualifications are the two main
reasons for such a choice.
On the basis of the study findings, the following recommendations are
being put forward:
• To develop a human resources strategy aimed at setting up
post-graduate specialist training programmes in Malta, drafting
appropriate employment packages for doctors and a
repatriation package for Maltese doctors who have migrated.
• To carry out further studies directed at investigating
repatriation issues; to repeat the study at a different period of
time or use some other methodology and to use the designed
tool in a longitudinal study.
This management report confirms the concern that is being felt about
the loss of young Maltese medical doctors to other countries amounting to
76.63% of young doctors. Hence it emphasises the urgency of seriously
considering the recommendations mentioned above that deals with both
financial and non financial issues.
(446 Words)
Description: M.SC.HEALTH SERVICES MANGT.2007-01-01T00:00:00Z