The spread of emerging infectious diseases represents a threat to mankind from either nature or bioterrorism. Given the enormous threats, there are many strategies to prevent and treat the next pandemic. Fundamental to all is containment, and this requires protection of HCWs first exposed to and who treat the patients. SimTunes, LLC was launched by MUSC to develop and sell healthcare worker (HCW) simulation educational materials. This study will investigate an educational product created by SimTunes, called Medical Unit Specialized Simulation Training, that will keep healthcare workers prepared for and safe in the next lethal pandemic. The research will test MUSST's superiority over conventional educational methods and its ability to be used in community hospitals and with a new disease.
The World Health Organization (WHO) estimated there will be an 18 million healthcare worker shortage by 2030 (Lopes et al., 2017). Healthcare managers continue to struggle to provide quality care to patients because of the lack of staff. Organizations incur indirect and direct financial costs from the vacant positions. The direct financial costs are the result of recruiting, training, and costs of vacancies (Collini, Guidroz, & Perez, 2015). The indirect financial costs occur when employees take on additional responsibilities in understaffed units (Collini et al., 2015).
The vacancies lead to a decrease in the quality of patient care, as well as a negative reputation for high turnover rates (Collini et al., 2015). Managers need to identify the factors that cause employees to leave their jobs. Human resource personnel and managers must identify factors to retain skilled employees and to remain competitive in the market (Nolan, 2015). As organizational managers continue to strive to retain knowledgeable employees in an ever-changing environment, managers strive to find strategies to improve retention.
To improve retention, managers need to identify the factors that lead employees to become dissatisfied and leave the organization. Employee dissatisfaction is the result of salary discrepancies, lack of advancement, and a lack of support from leadership (Parveen, Maimani, & Kassim, 2017). Another issue that causes an increase in stress and burnout among healthcare workers is the increase in workload because of vacant positions (Traynor, 2017). The development of policies and strategies to address the concerns of employees may lead to better retention.
Live donor kidney transplantation (LDKT) offers the most optimal survival and quality
of life benefit for those with late-stage chronic kidney disease. However, one-third of potential donors who volunteer to undergo evaluation on behalf of an intended recipient are blood-type or cross-match incompatibility. Kidney paired donation (KPD) was developed as a strategy to provide these incompatible donor-recipient pairs with an innovative opportunity for LDKT, yet its uptake by potential donors and their intended LDKT recipients is not optimal. In this study, we will evaluate the
effectiveness of a targeted video intervention designed to address common concerns
about KPD on the knowledge of KPD risks and benefits, KPD self-efficacy, and KPD
concerns in incompatible potential donors and their intended recipients.
Asthma has high morbidity and mortality among adolescents and among youth from non-urban (i.e., rural and suburban) communities, both of whom are seldom included in asthma intervention research. This study will test the effectiveness and cost-effectiveness of high school-based intervention delivered by Community Health Workers (CHWs) to non-urban adolescents with uncontrolled asthma, and will examine factors associated with delivery of the intervention.