Is endemic political corruption hampering provision of ART and PMTCT in developing countries?

Introduction

Leadership is a key factor in the success of HIV prevention and treatment. Positive HIV-related outcomes are also affected by funding levels for HIV, health sector resources, disease burden and the socio-economic environment. Leadership on HIV as well as these other factors are affected by the quality of political governance of the country, which may be an overarching factor that influences the making of effective responses to the HIV epidemic.

Aim

The aim of the study was to investigate the association between quality of political governance, on one hand, and coverage of antiretroviral therapy (ART) and prevention of mother-to-child transmission (PMTCT), on the other, in low- to middle-income countries.

Methods

This investigation was carried out through a global review, online data sourcing and statistical analyses. We collected data on health burden and resources, the socio-economic environment, HIV prevalence, ART and PMTCT coverage and indicators of political governance. Outcome variables were coverage of ART (from 2004) and PMTCT (from 2007) to 2009 as a percentage of persons needing it. Potential predictors of treatment coverage were fitted with a baseline multilevel model for univariable and multivariable analyses.

Results

Countries with higher levels of political voice and accountability, more political stability and better control of corruption have higher levels of ART coverage but not PMTCT coverage. Control of corruption (in standard deviation units) had a strong association with ART (AOR=1.82, p=0.002) and PMTCT (AOR=1.97, p=0.01) coverage. Indicators of economic development were not significant when control of corruption was included in the multivariable regression model. Many countries in all income groups had high ART but not PMTCT coverage (e.g. Mexico, Brazil and Romania in the upper-middle-income group; Papua New Guinea and Philippines in the lower-middle-income group; and Cambodia, Laos and Comoros in the low-income group). Very few low-income countries (notably, Haiti and Kenya) had high PMTCT coverage.

Conclusions

Our research found a significant relationship between quality of political governance and treatment coverage. Measures and policies for improving the quality of political governance should be considered as a part of HIV programme implementation to more effectively improve the welfare of people living with HIV, particularly mothers living with HIV and their babies.     

变革型领导、心理授权对社区全科医生组织创新气氛的影响研究

目的　探讨社区卫生服务中心全科医生组织创新气氛状况,分析变革型领导、心理授权对全科医生组织创新气氛的影响。方法　于2016年9—10月,采用多阶段抽样方法,首先根据城区、郊区、城乡结合区域分层,按照约1∶1∶1的比例,从上海市浦东新区45所社区卫生服务中心中随机抽取10所;然后整群纳入各社区卫生服务中心中全部在岗注册的全科医生,共计380例为调查对象。采用自行设计的全科医生基本情况调查表、组织创新气氛量表、变革型领导量表、心理授权量表调查社区卫生服务中心全科医生的基本情况、组织创新气氛、变革型领导、心理授权水平。共发放问卷380份,回收有效问卷355份,问卷的有效回收率为93.4%。结果　355例全科医生组织创新气氛量表得分为（3.82±0.57）分,其中团队协力、上级支持维度得分较高,分别为（4.13±0.66）、（4.00±0.74）分,资源保障、激励机制的维度得分较低,分别为（3.14±0.88）、（2.89±0.60）分。变革型领导量表得分为（5.61±0.89）分;心理授权量表得分为（3.92±0.69）分。变革型领导量表得分、心理授权量表得分与组织创新气氛量表得分呈线性正相关（P<0.01）;除资源保障维度得分外,变革型领导量表得分、心理授权量表得分与组织创新气氛量表各维度（团队协力、上级支持、领导躬行、组织促进、自主工作、激励机制）得分呈线性正相关（P<0.01）。多元逐步回归分析结果显示,变革型领导、心理授权量表得分是组织创新气氛量表得分的影响因素（P<0.01）。结论　社区卫生服务中心全科医生组织创新气氛处于中等水平,变革型领导、心理授权与组织创新气氛呈线性正相关。管理者应以加强变革型领导和心理授权为切入点,充分发挥变革型领导行为作用,提升全科医生心理授权水平,营造组织创新气氛,从而高效高质地推进社区卫生工作。     

Effects of the Educational Leadership of Nursing Unit Managers on Team Effectiveness: Mediating Effects of Organizational Communication

Purpose

This study identifies the effects of the educational leadership of nursing unit managers on team effectiveness and the mediating effects of organizational communication satisfaction; it highlights the importance of educational leadership and organizational communication and provides the data needed to enhance the education capacity of managers.

Leadership Identity Development Through Reflection and Feedback in Team-Based Learning Medical Student Teams

Problem: Studies on leadership identity development through reflection with Team-Based Learning (TBL) in medical student education are rare. We assumed that reflection and feedback on the team leadership process would advance the progression through leadership identity development stages in medical students within the context of classes using TBL. Intervention: This study is a quasi-experimental design with pretest–posttest control group. The pretest and posttest were reflection papers of medical students about their experience of leadership during their TBL sessions. In the intervention group, TBL and a team-based, guided reflection and feedback on the team leadership process were performed at the end of all TBL sessions. In the other group, only TBL was used. The Stata 12 software was used. Leadership Identity was treated both as a categorical and quantitative variable to control for differences in baseline and gender variables. Chi-square, t tests, and linear regression analysis were performed. Context: The population was a cohort of 2015–2016 medical students in a TBL setting at Tehran University of Medical Sciences, School of Medicine. Teams of four to seven students were formed by random sorting at the beginning of the academic year (intervention group n = 20 teams, control group n = 19 teams). Outcome: At baseline, most students in both groups were categorized in the Awareness and Exploration stage of leadership identity: 51 (52%) in the intervention group and 59 (55%) in the control group: uncorrected χ²(3) = 15.6, design-based F(2.83, 108) = 4.87, p = .003. In the posttest intervention group, 36 (36%) were in exploration, 33 (33%) were in L-identified, 20 (20%) were in Leadership Differentiated, and 10 (10%) were in the Generativity. None were in the Awareness or Integration stages. In the control group, 3 (20%) were in Awareness, 56 (53%) were in Exploration, 35 (33%) were in Leader Identified, 13 (12%) were in Leadership Differentiated. None were in the Generativity and Integration stages. Our hypothesis was supported by the data: uncorrected χ²(4) = 18.6, design-based F(3.77, 143) = 4.46, p = .002. The mean of the leadership identity in the pretest, intervention group equaled 1.93 (SD = 0.85) and the pretest, control group mean was 2.36 (SD = 0.86), p = .004. The mean of the posttest, intervention group was 3.04 (SD = 0.98) and posttest, control group mean was 2.54 (SD = 0.74), T = ?4.00, design df = 38, p < .001, and adjusted on baseline and gender T = ?8.97, design df = 38, p < .001. Lessons Learned: Reflection and feedback on the team leadership process in TBL advances the progression in stages of leadership identity development in medical students. Although the TBL strategy itself could have an impact on leadership identity development, this study demonstrates that when a reflection and feedback on leadership intervention are added, there is much greater impact.     

Emotional intelligence and leadership traits among family physicians

Objectives: High emotional intelligence and leadership traits are essential for physicians in managing their responsibilities and thus building successful interactions with patients. This study explored the relationship between emotional intelligence and leadership traits among family physicians.

Methods: Participants (2975 men, 972 women, mean = 42.0 ages, SD = 7.47) were family physicians working at family health-care centers across the seven geographical regions of Turkey who were contacted by e-mail. The Trait Emotional Intelligence Questionnaire (TEIQue) and Leadership Traits Tool were used to collect data. Data were analyzed concerning physicians’ sex, age, health-care experience, and geographical region. The correlation between Trait Emotional Intelligence (TEI) and leadership was also being examined.

Results: Our findings suggest that family physicians’ TEI differs based on sex, age, health-care experience, and the geographical region where they work. Women had higher mean values than did men for well-being, emotionality, and global TEI. Physicians aged younger than 29 years had the lowest mean values for emotional intelligence. As physicians’ health-care experience increased, they received higher scores for emotional intelligence. Physicians working in the Mediterranean had the highest mean TEI scores. There was a positive correlation between family physicians’ emotional intelligence and leadership traits. Higher emotional intelligence was correlated with increased leadership traits.

Conclusion: Emotional intelligence and leadership traits play crucial roles in increasing physicians’ personal and professional development. This may also increase physicians’ caregiving competencies and thus the quality of health services, as well as potentially decreasing physicians’ burnout and health-related costs.     

护理管理者领导力现状调查及影响因素分析

目的：调查护理管理者领导力现状,并分析其影响因素。方法采用管理者实践量表、一般自我效能感量表、职业倦怠量表、角色认知量表对浙江省210名护理管理者进行问卷调查。结果共发放问卷210份,回收有效问卷182份,有效回收率为86．67％。本组护理管理者的领导力得分为（37．70±5．30）分;是否经常阅读管理书籍、是否参与护士长的分层培训、任命方式以及是否经过护士长岗前培训的护理管理者的领导力得分情况比较,差异有统计学意义（t值分别为－3．608,－7．136,2．343,－2．511;P＜0．05）。领导力与角色认知中的角色模糊、自我效能感以及职业倦怠中的个人成就感均呈正相关,与角色认知中的角色冲突以及职业倦怠中的情绪枯竭、去人格化因子呈负相关（ r值分别为0．589,0.521,0．509,－0．323,－0．291,－0．227;P＜0．01）。多元线性回归分析显示,角色认知中的角色模糊因子、是否参加护士长分层培训、职业倦怠中的个人成就感因子、自我效能感和是否阅读管理书籍为领导力的影响因素（P＜0．05）。结论领导力与护士长的角色认知、自我效能感、职业倦怠及是否分层培训均相关。管理者的分层培训有利于领导力的培养和提升,明确角色定位、降低职业倦怠和提高自我效能感同样可以提升护士长的领导力,另外护理管理者需加强经济管理学方面的知识培训。