Author
Joan R. Bloom
Other affiliations: Cancer Prevention Institute of California, University of California
Bio: Joan R. Bloom is an academic researcher from University of California, Berkeley. The author has contributed to research in topics: Breast cancer & Capitation. The author has an hindex of 38, co-authored 110 publications receiving 7235 citations. Previous affiliations of Joan R. Bloom include Cancer Prevention Institute of California & University of California.
Topics: Breast cancer, Capitation, Social support, Medicaid, Mental health
Papers published on a yearly basis
Papers
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TL;DR: This study sought to identify the organizational factors associated with team and network effectiveness of the Athena Breast Health Network, a multi-site collaboration between five University of California health systems actively involved in better understanding, preventing, and treating a complex disease.
Abstract: Purpose
This study sought to identify the organizational factors associated with team and network effectiveness of the Athena Breast Health Network, a multi-site collaboration between five University of California health systems.
Design/methodology/approach
Providers, managers, and support staff completed self-administered surveys over three years. Statistical analyses at the network and medical center levels tested hypotheses regarding the correlates of effective teams and perceived network effectiveness over time.
Findings
Perceived team effectiveness was positively correlated with group culture and environments which support collaboration, negatively correlated with hierarchical culture, and negatively associated with professional tenure at year two. As measured by increasing team effectiveness scores over time and Athena’s potential impact on patient care, perceived network effectiveness was positively associated with team effectiveness.
Research limitations/implications
Results do not allow us to conclude that a certain type of culture “causes” team effectiveness or that team effectiveness “causes” greater perceptions of progress over time. Subsequent studies should examine these variables simultaneously. Further research is needed to examine the role of payment incentives, internal reward systems, the use of electronic health records, public disclosure of performance data, and depth of leadership within each organization and within the network overall.
Practical implications
Focusing on group affiliation and participation may improve team member perceptions regarding effectiveness and impact on patient care.
Originality/value
Relatively little is known about the adaptive processes that occur within inter-organizational networks to achieve desired goals, and particularly the roles played by multi-disciplinary inter-professional teams. We studied a network comprising multiple campuses actively involved in better understanding, preventing, and treating a complex disease.
1 citations
TL;DR: This viewpoint strives to outlook and give a panorama of pros and cons of egalitarian-one tier system versus multiple tier system approach; going beyond the efficiency and pragmatist solutions, what does the literature suggest about egalitarianism in the modern society?
Abstract: Thematic “public versus private healthcare” has arisen thousands of lively debates through decades and has provoked reactions from academics each arguing for his own viewpoint, yet, in the light of actual healthcare reforms across systems, giving a second thought of “how and where to allocate resources” it is not a waste of time. As to the Western Balkan countries context, the eagerness to catch up with the free market system has been quite an appealing model (due to the historical-political common frame), and turning back to the one tier system would seem like turning back old times. In this viewpoint we strive to outlook and give a panorama of pros and cons of egalitarian-one tier system versus multiple tier system approach; going beyond the efficiency and pragmatist solutions, what does the literature suggest about egalitarianism in the modern society? We opt also to present the of Private-Public Partnership concept (new experiences) as a less discussed trend in these countries. Keywords: Egalitarianism, healthcare, Eastern Europe, Public Private Partnership Normal 0 21 false false false RO X-NONE X-NONE /* Style Definitions */
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1 citations
01 Apr 1993
TL;DR: Use of part-time RNs and experienced staff reduced personnel and benefit costs while the use of temporary agencies for RNs increased non-personnel operating costs and an RN rich skill mix was not related to either measure of hospital costs.
Abstract: The objective of this study was to assess the effect of four different nurse staffing strategies on hospital costs: Part-time RNs; RN temporary agencies; RN rich skill mix; and organizationally experienced RNs. Two regression equations were specified to consider the effect of these strategies on personnel and benefit costs and on non-personnel operating costs. A number of additional variables were also included in the equations to control for the effect of other organization and environmental causes of hospital costs. Consistent with the hypotheses, use of part-time RNs and experienced staff reduced personnel and benefit costs while the use of temporary agencies for RNs increased non-personnel operating costs. An RN rich skill mix was not related to either measure of hospital costs. The implications of our findings for hospital administration are discussed.
1 citations
Posted Content•
TL;DR: In this article, the authors examined the relationship between turnover and demographic heterogeneity among nursing staff in 383 community hospitals and found that three of the four dimensions of demographic heterogeneity in hospital nursing staff were positively and monotonically related to voluntary turnover among full-time registered nurses.
Abstract: This paper advances the study of organizational demography and its relationship to organizational turnover by examining two of Blau's concepts of social structure: non-linear and multiform heterogeneity. In a sample of 383 community hospitals, nursing turnover was examined in relation to four dimensions of demographic heterogeneity among nursing staff in those hospitals. The form of the relationships between turnover and heterogeneity was specified to test whether heterogeneity relates to higher turnover in a linear fashion or, alternatively, whether heterogeneity affects turnover in an inverted U-shaped pattern. Results of multivariate analyses suggested strong support for the former proposition. Three of the four dimensions of demographic heterogeneity in hospital nursing staffs were positively and monotonically related to voluntary turnover among full-time registered nurses (RNs). No support was found for a curvilinear relationship, nor did mean levels of the demography measures, reflecting the locus of concentration, account for the observed relationship between demographic heterogeneity and turnover.
1 citations
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