Class of 2010 Abstract / OBJECTIVES: To examine the potential differences in attitudes between the colleges of pharmacy, nursing, medicine, and social work relating to the “Culture and Communication” IPE activity at the University of Arizona in 2007. METHODS: This was a retrospective study comparing the opinions and attitudes of different groups of healthcare students concerning the IPE activity “Culture and Communication” at the University of Arizona. The independent variable in this study was academic discipline: medicine, pharmacy, nursing, law, or social work. The dependent variables were the attitudes and opinions of the effectiveness of this IPE activity on Culture and Communication. RESULTS: A total of 589 questionnaires (medicine=119, pharmacy=89, nursing=77, social work=21) were completed and included in 2007. Overall, students felt the Culture and Communication IPE activity improved their knowledge of how to identify barriers to communication and reduce the likelihood of miscommunication with other healthcare professionals. The percent of students who believed they had a very high understanding of the barriers to effective communication among health care providers increased from 11.3% before the IPE activity to 34.5% after. The percent of students who believed they had a very high knowledge of how to reduce the likelihood of miscommunication increased from 6.6% before the IPE activity to 37.4% after. There were differences between the groups relating to the different questions that the questionnaire focused on. CONCLUSIONS: There were significant differences between the various healthcare professionals relating to the usefulness and effectiveness of the Culture and Communication IPE activities at the University of Arizona. Overall, students seemed to benefit from and enjoy the IPE activity and would recommend having future students participate in the activities. The majority of students felt the Culture and Communication IPE activity was benificial and allowed for the improvement of relationships and attitudes between the health care professions. There were similar responses between the medicine, nursing, pharmacy, and social work students.

Thesis (MPH)--University of Limpopo, 2010. / Relationships have been reported between job satisfaction, productivity, absenteeism and turnover among healthcare employees and as such it affects employees’ organizational commitment and the quality of healthcare services. The aim of the study was to determine the factors influencing job satisfaction among healthcare professionals at South Rand Hospital. The study was conducted among 103 participants. Self-administered questionnaires were used to collect data from the participants. Data was then analyzed using statistical software SPSS 17.0. The results showed a low level of job satisfaction. Almost 80% (79.6%) of participants were not satisfied with their jobs, and there was no association between job satisfaction and socio-demographic characteristics. Variables such as opportunity to develop, responsibility, patient care and staff relations were found to be significantly influencing job satisfaction and there was a significant positive medium association between job satisfaction and opportunity to develop, responsibility, patient care and staff relations for both clinical and clinical support staff. Satisfaction with one’s job can affect not only motivation at work but also career decisions, relationship with others and personal health. Those who are working in a profession that is extremely demanding and sometimes unpredictable can be susceptible to feelings of uncertainty and reduced job satisfaction. Job satisfaction is also an essential part of ensuring high quality care. Dissatisfied healthcare providers give poor quality, less efficient care. Interventions need to be implemented in order to improve the level of job satisfaction among healthcare professionals at South Rand Hospital.

The movement of nursing professionals from the public sector to the private sector, and from the private sector to foreign countries severely impact on the ability of developing countries to meet their domestic health care needs. In South Africa, the public health care system is facing serious human resource constraints, due to this migration. There simply aren’t enough experienced nurses to manage the escalating health care service consumption caused by factors such as population growth, increased burden of disease, the HIV/AIDS pandemic and decreased training of nursing personnel. A staggering 37 801 doctor and nurse posts are vacant in public hospitals and clinics (Kahn, 2008). Unless improved human resource management strategies are implemented urgently, the migration of health care workers from especially public service health institutions in South Africa will seriously hamper implementation of the stated health care reform strategy. This study investigates the reasons why South African nurses are leaving the public and private health sector, or their profession, or even the country as a whole. Based on the results of a survey of 67 nurses in the private and public health sectors in the northern Kwazulu Natal area, the study found that unfavorable working conditions together with low levels of job satisfaction caused by perceived reasons such as insufficient salaries, limited career advancement, ineffective management, excessive workload and safety concerns led to this state of job satisfaction. Most of the drivers responsible for this exodus can be attributed to the real or perceived deterioration in socio-political factors. The recommendations for the health care sector in South Africa are; • Review nurses salaries annually – not only during restructuring or crisis situations. • Ensure that nurse’s remuneration packages are competitive with those of similar professions. • Pay nurses incentives for working unsocial hours. • Pay nurses bonuses for acquiring additional qualifications. • Pay nurses who work late shifts additional allowances. • Train nursing managers. • Provide training and education opportunities for nursing staff. • Respect should be shown by managers, physicians and colleagues. • Improve the workplace environment and working conditions of nursing staff. • Improve overall morale by rewarding excellence and treating nurses with respect and dignity.

Class of 2012 Abstract / Specific Aims: Health disparities are contributing to differences in access to healthcare and health outcomes among diverse groups in the United States. Causes of health disparities are multifactorial. One approach to minimize health inequalities is through educating future health care professionals. The purpose of this review is to identify and describe approaches for developing health disparities curriculum for health professions programs in the United States. Methods: A systematic review was conducted in April of 2012 to identify articles describing medical and nursing school curricula, educational courses, and activities focusing on health disparities in the United States. The search was conducted by utilizing Medline PubMed database. Articles describing a specific educational course/curriculum in health disparities in medical and nursing undergraduate or graduate programs were included in the review. The review did not take into account continuing education programs. All articles describing educational programs focus on healthcare disparities in the United States. Main Results: The search identified 153 articles focusing on specific health disparities curricula or education programs. Out of those articles 30 were included in the analysis. Results are pending. Conclusions: Anticipated results will aid in identifying successful and effective health disparities curricula for health professions programs in the United States.

The movement of nursing professionals from the public sector to the private sector, and from the private sector to foreign countries severely impact on the ability of developing countries to meet their domestic health care needs. In South Africa, the public health care system is facing serious human resource constraints, due to this migration. There simply aren’t enough experienced nurses to manage the escalating health care service consumption caused by factors such as population growth, increased burden of disease, the HIV/AIDS pandemic and decreased training of nursing personnel. A staggering 37 801 doctor and nurse posts are vacant in public hospitals and clinics (Kahn, 2008). Unless improved human resource management strategies are implemented urgently, the migration of health care workers from especially public service health institutions in South Africa will seriously hamper implementation of the stated health care reform strategy. This study investigates the reasons why South African nurses are leaving the public and private health sector, or their profession, or even the country as a whole. Based on the results of a survey of 67 nurses in the private and public health sectors in the northern Kwazulu Natal area, the study found that unfavorable working conditions together with low levels of job satisfaction caused by perceived reasons such as insufficient salaries, limited career advancement, ineffective management, excessive workload and safety concerns led to this state of job satisfaction. Most of the drivers responsible for this exodus can be attributed to the real or perceived deterioration in socio-political factors. The recommendations for the health care sector in South Africa are; • Review nurses salaries annually – not only during restructuring or crisis situations. • Ensure that nurse’s remuneration packages are competitive with those of similar professions. • Pay nurses incentives for working unsocial hours. • Pay nurses bonuses for acquiring additional qualifications. • Pay nurses who work late shifts additional allowances. • Train nursing managers. • Provide training and education opportunities for nursing staff. • Respect should be shown by managers, physicians and colleagues. • Improve the workplace environment and working conditions of nursing staff. • Improve overall morale by rewarding excellence and treating nurses with respect and dignity.

Class of 2005 Abstract / Objectives: To perform a cross-sectional survey of health care professionals and lay people on the appropriate use of antimicrobial drugs using a case-based approach. Methods: This study used a case-based survey as a tool to assess for proper antibacterial use. The survey included nine case-based scenarios involving common infectious diseases seen in the outpatient setting. Survey participants needed to assess the problem and determine if antibacterial therapy was appropriate now, not appropriate, or if the patient should be observed for 2-3 days before acting. Demographic information was also requested from the participants. Results: Thirty-one lay people and 35 professionals (pediatricians or family practice physicians) returned a completed survey. The mean (sd) cumulative scores for these two groups were 13.4 (4.45) and 21.3 (3.40), respectively. The range of scores for the lay persons was 5 to 23 and the range for the professionals was 15 to 27. The mean score for physicians was significantly greater than the mean score for lay persons. Implications: The survey results indicated that the professionals had a better understanding of the appropriate use of antibiotics versus the lay people.

Class of 2010 Abstract / OBJECTIVES: To determine how an interprofessional education (IPE) activity impacts students' attitudes toward interacting with other health professionals. METHODS: Students who are enrolled as first-­‐year students at the University of Arizona College of Pharmacy in the Fall 2009 semester were eligible for this study. Questionnaires administered during regularly scheduled classes collected levels of agreement with statements relating to working with other health professionals and the importance of IPE. Data on gender, years of undergraduate study, current degrees, type of work experience, and years of work experience were also collected. RESULTS: Questionnaires were completed by 93 students before the IPE activity and 66 students after the IPE activity. Overall, attitudes toward interprofessional learning and working with other healthcare professionals, reflected by student questionnaire ratings, were the same or worse after the IPE activity. CONCLUSIONS: Attitudes toward interprofessional learning and working with other healthcare professionals appeared to have no change or changed for the worse after the IPE activity that took place on September 3, 2009.

In this thesis I develop a new, wider and richer understanding of wellbeing, through developing a process of reflective practice, with healthcare professionals within their challenging work culture. As a healthcare chaplain, having witnessed poor staff morale, I conducted a critical examination of NHS wellbeing reports and strategies, which revealed an understanding of staff wellbeing that ironically follows simply a health model. Challenging this, I argue for a broader interpretation of wellbeing that, in addition to focusing on health, is more holistic, relational and contextual. I develop reflective practice to nurture this, the use of which extends in healthcare beyond education and professional development. In my action research, knowledge was generated through ethnographic participation and observation, over a year, reflecting as chaplain with eight teams of healthcare professionals. This used my simple and memorable HELP Wellbeing Reflection Cycle (building on Kolb's (1984) model of experiential learning) that combines reflection on work and personal development. My project also responds to Rolfe's call (2014) for greater use in healthcare of Schön's (1980) "reflection-in-action". Building on these works, I develop reflection for healthcare professionals to nurture their wellbeing. My encouragement of the participants to self-facilitate their own reflective groups, when familiar with this method of reflection, is also a contribution to reflective practice, healthcare and the chaplain's role. Thematic data analysis emerged from the reflexive field notes of our shared experience as co-reflective practitioners. The themes include healthcare professionals making the human connection between themselves and with their patients. They also value the space to reflect together, realising their desire for team support and a shared goal, as well as job satisfaction in this demanding culture. These themes, I argue, are consistent with the broader definitions of wellbeing, giving them the opportunity to be both a healthcare professional and human. Further data analysis also reveals consistency with wider wellbeing interpretations (including personal wellbeing measurements and data from the Office for National Statistics (2014, 2015)). I develop the role of chaplain as the healthcare professionals' co-reflector, sharing their reflective space as a pastoral encounter and a source for learning. This combines the images of "empty handed" (Swift, 2009) "welcoming guest" and "mutual hospitality" (Walton, M., 2012). I offer to national healthcare the wider understanding of wellbeing, and the value of creating provision for reflective space to nurture it, in the care of healthcare professionals. This research offers the potential for exciting further developments in a wider constituency both in and beyond healthcare.

Alarming S.T.I’s percentages and low condom use motivated this research. Healthcare professional’s risk-behavior and attitudes towards risk-behavior were reviewed. Three hypotheses, aimed to test whether healthcare professionals working with S.T.I’s should have a different attitude, knowledge and behavior to condom use compared to healthcare professionals that did not work with S.T.I’s. Ninety-five participants working at a hospital in middle-Sweden answered a questionnaire, based on the Swedish UNGKAB09 research. Mann-Whitney analyses showed no significant difference between the two groups on knowledge, attitude and behavior. A high percentage of steady relationships, high homogeneity between groups as well the same attitudes and intentions could have been a reliability problem. The collected data was however interesting as a base for further research

Class of 2017 Abstract / Objectives: To conduct a scoping review of studies involving healthcare professionals as study subjects and to describe the methods used, identify the topics researched, and describe the rationale and limitations of using healthcare professionals as subjects. Methods: The study was a scoping review of research utilizing health professionals as study subjects. A comprehensive literature search was conducted in several databases. Two investigators independently screened studies, collected data, and met to resolve discrepancies. Results: Sixty-five studies met the eligibility criteria. Forty-six percent of the studies evaluated cardiovascular events, 25% evaluated cancer, 9% examined ophthalmic events, 5% examined cognitive issues, and 17% miscellaneous topics. Of the 65 studies, 88% were prospective cohort studies. Questionnaires were utilized as the data collection method in 59 studies (91%). Physicians were the primary study subject in 30 studies (46%) and nurses in 20 studies (31%). No study included in the sample identified pharmacists as study subjects. A total of 41 studies (63%) did not list rationales or limitations to utilizing health professionals as subjects. Of the 24 studies that did discuss rationales and limitations, the most frequently cited advantage was reliable self-reporting (38%). The most common limitation to generalizability was high socioeconomic status. Conclusions: Questionnaires were the most common method used to collect data. Physicians were the most often studied health professional. High reliability of data reporting was a common rationale in using health professionals as subjects. The lack of studies utilizing pharmacists as subjects demonstrates an opportunity that should be further evaluated.