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PubMed1995

Hospital administrative costs in the US.

In a study of administrative costs in US hospitals, Woolhandler et al. reviewed 1990 Medicare cost reports from 6400 hospitals. The intent of this study was to determine the validity of previous administrative cost estimate studies in Californian hospitals, which were extrapolated nationwide. The study found that hospital administrative costs ranged from 20.5 (in Minnesota) to 30.6% (in Hawaii) of each hospital's spending. Furthermore, the investigators found that these administrative costs did not vary according to the level of managed care penetration in a particular US state. Using a health maintenance organisation (HMO) enrolment rate of 20% as the median, the study found hospital administrative costs to be similar to states with an HMO enrolment rate of < 20%. The authors concluded that reducing hospital administrative costs to the Canadian level (9 to 11% of total hospital spending) would result in annual savings of $US50 billion. Thus, the authors suggest that if administrative costs are high, US healthcare reform should follow a system similar to that used in Canada.

Health Care Reform↗
PubMed1995

Hospital administrator perceptions of health information managers as future leaders in health care reform.

The article examines hospital administrators' perceptions of health information professionals moving into leadership positions within health care organizations. Data for this study were collected from a national random sample of hospital administrators (N = 62). Findings from the study suggest that, although health information managers are viewed as integral to the success of the health care organization, health information managers are perceived as lacking appropriate educational training to move into administrative or leadership positions. For the health information professional to move into a leadership position, educational training (at the master's level) must focus on quality management, statistical process control, and performance evaluation.

Attitude of Health Personnel↗
PubMed1988

Multicompetency needs in respiratory care: results of a survey of respiratory therapy alumni and hospital administrators.

UNLABELLED: I sought to determine (1) respiratory therapists' perceptions of their need for competencies normally associated with other professions, (2) hospital administrators' perceptions of functional combinations of health professions, and (3) the relationship of both sets of these perceptions to the hospital bed size of the employing hospital. METHOD: I mailed pretested and validated survey instruments to all 1981-1984 graduates of The Wichita State University therapist program and a second, similar instrument to all hospital administrators in the state of Kansas. RESULTS: Both groups of respondents perceived a need for therapists to be competent in skills normally associated with other professions. This was true regardless of the size of the hospital concerned. Chi-square analysis revealed no significant difference between the responses of those completing and returning the written survey and the responses of a random sample of nonrespondents to the written survey who were contacted by telephone. Administrators most frequently identified as desirable nursing and physical therapy combinations with respiratory therapy. Respiratory therapists most frequently identified nursing, emergency medical technology, and medical technology as the professions in which they need additional competence. CONCLUSIONS: It would seem prudent for respiratory therapy educators to collaborate with other health care educators to identify a common professional core and to develop curricula that accommodate multicompetency needs.

Allied Health Personnel↗
PubMed1994

Educational and geographic career pathways of rural vs. urban hospital administrators.

Information on academic and geographic career patterns was obtained through a survey of 93 urban and rural hospital administrators in the State of Washington in 1990 (90 percent response rate). A greater proportion of urban than rural administrators had advanced degrees (93 versus 74 percent). While the most common career pathways were "always urban" (39 percent) and "always rural" (20 percent), there was little support for the presumption that hospital administrators use rural positions as stepping stones into urban careers.

Attitude of Health Personnel↗