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Hospital administration in the USA represents a rare instance of a female‐dominated occupation that masculinized. Advocacy for the change in social identity began in the early decades of the twentieth century and had succeeded by the second half of the century. The purpose of this paper is to explore the contribution of university programs in hospital administration to the change.

Analysis of the American Hospital Association's Guide to Hospitals, of journals published during the study period, and of archival material from universities, hospitals, as well as the American College of Healthcare Executives.

Graduate programs in hospital administration contributed to the occupation's masculinization because they admitted virtually no female students. At the same time, many hospitals switched to untrained male administrators even before graduates became available in significant numbers. This reflects normative and mimetic pressures to retain a male administrator per se. The appearance of male graduates then solidified the change in the occupation's social identity because hospitals that wanted to retain an executive with education in the field had no choice but to hire a man.

Knowledge of hospital management as an originally female‐dominated occupation has been recaptured only recently. This paper offers insight into an important aspect of this history in highlighting the effect on the occupation's social identity from educational programs that functioned as portals into the occupation and from professional associations that set norms for organizations in the field.

The primary objective of this article is to examine current procurement, inventory control and management practices in modern healthcare, with a particular focus on the procurement and management of surgical supplies in a prominent public, highly specialized healthcare sector.

This study was conducted in three phases. In Phase 1, the study team interacted with various hospital management stakeholders, including the surgical hospital store, examined the current procurement process and identified challenges. Phase 2 focused on selecting items for a detailed study and collected the qualitative and quantitative details of the store department of the healthcare sector chosen. A detailed study analyzed revenue, output/demand, inventory levels, etc. In Phase 3, a decision-making framework is proposed, and inventory control systems are redesigned and demonstrated for the selected items.

It was observed that the demand for many surgical items had increased significantly over the years due to an increase in disposable/disposable items, while inventories fluctuated widely. Maximum inventory levels varied between 50 and 75%. Storage and availability were important issues for the hospital. It is assumed the hospital adopts the proposed inventory control system. In this case, the benefits can be a saving of 62% of the maximum inventory, 20% of the average stock in the system and optimal use of storage space, improving the performance and productivity of the hospital.

This study can help the healthcare sector administration to develop better systems for the procurement and delivery of common surgical items and efficient resource allocation. It can help provide adequate training to store staff. This study can help improve management/procurement policies, ordering and delivery systems, better service levels, and inventory control of items in the hospital business context. This study can serve as a pilot study to further investigate the overall hospital operations.

This study can help the healthcare sector administration develop better systems for procuring and delivering common surgical items and efficient resource allocation. It can help provide adequate training to store staff. This study can help improve management/procurement policies, ordering and delivery systems, better service levels and inventory control of items in the hospital business context. This study can serve as a pilot study to further investigate the overall hospital operations.

This study is an early attempt to develop a decision framework and inventory control system from the perspective of healthcare inventory management. The gaps identified in real hospital scenarios are investigated, and theoretically based-inventory management strategies are applied and proposed.

The Role of the Administrator In looking at the role of the administrator, it is first necessary to look briefly at some of the recent trends in administration, particularly hospital administration. The most significant development affecting the administrative process is the increased size and complexity of the hospital organisation and the bureaucratisation of all sectors of modern industrial society. Related to these developments are such other changes as the advances in science and technology with increased specialisation, extended lines of communication, and new language, related to growth and specialisation. In addition, the presence of unions, the progress in transporting methods, and finally, new discoveries and innovations in science and technology resulting in new material, plus new techniques and equipment to improve functions, have all had their impact on the process.

On the one hand, the auditing of the public hospitals regarding their financial information is carried out by the State Audit Court which is the Supreme Auditing Institution in our country, on the other hand it is carried out by the auditors of the Ministry of Health. While the audits made by the Ministry of Health are generally about compatibility and medical controls, the financial information of the hospitals needs to be made by the external independent auditors and their impact on the general budget needs to be determined.

In this study, the subject matter of financial auditing has been elaborated on within the specificity of the public health sector and evaluated as to whether the conducted auditing is effective in determining the mistakes in the financial information of the organizations. For the purpose of conducting the evaluation, the six-year auditing reports between the years of 2012 and 2017 of the Supreme Auditing Institution (State Audit Court) conducting the financial auditing of the public health sector regarding the Public Hospitals Administration of Turkey (Türkiye Kamu Hastaneleri Kurumu). The auditing reports are addressed within the framework of the types and numbers of findings determined by the State Audit Court, the responses that the Public Hospitals Administration of Turkey has given against those findings and the opinion of auditing. In the consequence of the conducted evaluation, it was concluded that the Court of Accounts was effective in determining the mistakes in the financial reports and increasing the correctness and reliability of the financial information of the Administration.

In response to residents’ reports of inefficiencies in the Veterans Administration (VA) system, a temporary task force of quality control circles was implemented at a VA hospital. A total of 25 internal medicine residents, on rotation at the VA, were subdivided into four groups. Each group was presented with a different problem, given the components and constraints of the problem, and asked to identify possible solutions. Program results were submitted to the hospital administration. Efforts are now being made to improve the working environment for medical residents.

While transition programs are widely used to facilitate newly graduated nurses transition to healthcare settings, knowledge about preconditions for implementing such programs in the hospital context is scarce. The purpose of this study was to explore program coordinators’ perspectives on implementing a transition program for newly graduated nurses.

An explorative qualitative study using individual interviews. Total of 11 program coordinators at five acute care hospital administrations in a south-west region in Sweden. Data was subjected to thematic analysis, using NVivo software to promote coding.

The following two themes were identified from the analysis: Create a shared responsibility for introducing newly graduated nurses, and establish legitimacy of the program. The implementation process was found to be a matter of both educational content and anchoring work in the hospital organization. To clarify the what and why of implementing a transition program, where the nurses learning processes are prioritized, was foundational prerequisites for successful implementation.

This paper illustrates that implementing transition programs in contemporary hospital care context is a valuable but complex process that involves conflicting priorities. A program that is well integrated in the organization, in which responsibilities between different levels and roles in the hospital organization, aims and expectations on the program are clarified, is important to achieve the intentions of effective transition to practice. Joint actions need to be taken by healthcare policymakers, hospitals and ward managers, and educational institutions to support the implementation of transition programs as a long-term strategy for nurses entering hospital care.

The purpose of this study is to understand that how different demographic variables and repeated availing of service from the same doctor or same hospital shape the overall perception of health-care service quality and satisfaction among inpatients admitted in private hospitals in an emerging economy.

A self-administered, cross-sectional survey of inpatients using a questionnaire was translated into Hindi and Gujarati. The data were collected from 702 inpatients from 18 private clinics located in three selected cities from Western India.

The results indicate that experience with hospital administration, doctors, nursing staff, physical environment, hospital pharmacy and physical environment is significant predictor of inpatient satisfaction. Physical environment was found to be significantly associated with satisfaction only among female inpatient. It was also found that repeat availing of services either from the same hospital or doctor does not increase patient satisfaction. The feasibility, reliability and validity of the instrument that measures major technical and nontechnical dimensions of quality of health-care services were established in the context of a developing country.

The study makes important contribution by empirically investigating the inpatient assessment of health-care service quality based upon their demographic information and repeated availing of services to understand how repeat visit shapes the service quality perception.

The purpose of this paper is to examine factors that may contribute to physicians’ dissatisfaction with their work environment, and subsequently, their likelihood to recommend a hospital to their peers.

A mixed method research design was used to identify, through qualitative interviews and focus groups, and measure, through quantitative surveys, physicians’ satisfaction with organizational communication, perceptions of empowerment and their likelihood to recommend a hospital to their peer physicians.

The results of the study indicate that physicians’ communication satisfaction and perceptions of empowerment contribute both directly and indirectly to their likelihood to recommend their organization to peers. The findings suggest that hospitals that facilitate positive workplace communications and provide work environments that allow professional discretion and autonomy are more likely to have satisfied physicians and positive word‐of‐mouth referrals.

Although multiple methods of data collection were used to triangulate the findings, there is the potential of common‐method variance and response bias from the use of single source questionnaire data. Ideally, future studies would use longitudinal data and a more comprehensive model of antecedents and consequences of physician satisfaction.

By understanding sources of physician dissatisfaction, hospitals can develop appropriate interventions to minimize the adverse effects of dissatisfaction on costs, quality of care, and physician turnover.

This study focuses on physicians’ satisfaction with their hospital work environment, an often overlooked area in studies of the health care industry that more commonly center on patient–physician satisfaction. The current study's results provide suggestions for better hospital management and further insight into the challenges of improving physician satisfaction in the health care industry.

Although extensive research exists regarding job satisfaction, many previous studies used a more restrictive, quantitative methodology. The purpose of this qualitative study is to capture the perceptions of hospital nurses within generational cohorts regarding their work satisfaction.

A preliminary qualitative, phenomenological study design explored hospital nurses’ work satisfaction within generational cohorts – Baby Boomers (1946-1964), Generation X (1965-1980) and Millennials (1981-2000). A South Florida hospital provided the venue for the research. In all, 15 full-time staff nurses, segmented into generational cohorts, participated in personal interviews to determine themes related to seven established factors of work satisfaction: pay, autonomy, task requirements, administration, doctor–nurse relationship, interaction and professional status.

An analysis of the transcribed interviews confirmed the importance of the seven factors of job satisfaction. Similarities and differences between the generational cohorts related to a combination of stages of life and generational attributes.

The results of any qualitative research relate only to the specific venue studied and are not generalizable. However, the information gleaned from this study is transferable and other organizations are encouraged to conduct their own research and compare the results.

This study is unique, as the seven factors from an extensively used and highly respected quantitative research instrument were applied as the basis for this qualitative inquiry into generational cohort job satisfaction in a hospital setting.