• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>The International journal of pharmacy practice >Perceived motivators, training supports and challenges to career advancement among pharmacists in the Malaysian public healthcare system
【24h】

Perceived motivators, training supports and challenges to career advancement among pharmacists in the Malaysian public healthcare system

机译：在马来西亚公共医疗保健系统中药剂师职业发展的感知励志，培训支持和挑战

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

Abstract Objectives To explore the perceived motivators, training supports and challenges to career advancement among fully and provisionally registered pharmacists (FRPs and PRPs) in the Malaysian public service. Methods Nine hundred and fifty‐three pharmacists in the public service of Perak State, Malaysia, were invited for participation in an online survey that was conducted in October 2018. Based on a 5‐point Likert scale, they were required to respond to 56 items, ranging from the perceived availability and importance of both motivators and training supports, the challenges to career advancement, to the awareness of the need for career planning. Their responses were subsequently dichotomized into ‘agree’/‘important’ and ‘disagree’/‘not important’. Key findings Four hundred and eighty pharmacists participated in the survey, yielding a response rate of 51.2%. More than half of them agreed with the inflexibility of working time and the absence of a performance‐based salary and promotion scheme. More than 80% of them also highly valued the training in both pharmacy‐related areas and management. Apart from inadequate training, no specialization in pharmacy as a profession and the absence of a performance‐based promotion scheme were identified as the major challenges to their career advancement. As compared with the PRPs, the FRPs had greater concern over the absence of a performance‐based salary and promotion scheme, flexible working time and periodic feedback for their work performance. Conclusions The findings indicate the inadequacy of the current system in providing recognition, training, feedback for work performance and a clear career pathway to pharmacists in the Malaysian public service, which warrants a change.
机译：摘要目的探讨在马来西亚公共服务中全面和临时注册的药剂师（FRPS和PRPS）之间的职业发展，培训支持和挑战的培养支持和挑战。方法九百和五十三名药剂师在马来西亚霹雳州公共服务中，邀请参加2018年10月进行的在线调查。根据5点李克特量表，他们被要求回复56项，包括激励者和培训支持的感知可用性和重要性，致力于职业发展的挑战，了解职业规划需求的认识。他们的反应随后与“同意”/“重要”和“不同意”/“不重要”分为二分话。主要调查结果四百八十名药剂师参加了调查，收益率为51.2％。其中一半以上同意工作时间的不灵活性以及缺乏基于绩效的薪酬和促销计划。超过80％的人在药房相关领域和管理层中也高度重视培训。除了培训不足之外，没有专门的药房作为专业，没有缺乏基于绩效的促进计划，被确定为他们职业进步的主要挑战。与PRP相比，FRPS对缺乏基于绩效的薪资和促销方案，灵活的工作时间和定期反馈进行了更大的关注，以获得其工作表现。结论调查结果表明，目前制度在提供认可，培训，反馈方面的不足，以及马来西亚公共服务中药剂师的清晰职业途径，这项认定变革。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号