Background: Pharmacist turnover can negatively impact not only on work efficiency, organizational performance, work productivity and customer satisfaction, but also on the quality of pharmaceutical services and patient safety. Turnover intention is a core antecedent of turnover. Turnover intention of the pharmacists is affected by many factors related to their organization or job. Objective: To elaborate the factors affecting the pharmacists' turnover intention and their associations. Studies related to any factors affecting pharmacists' turnover intention in all pharmacy settings were included. The QualSyst assessment tool was used for assessing the quality of the included studies. Result: For this systematic review, 3,822 studies were identified. Of these studies,20 studies were included. Thirty factors were explored and a model for pharmacists' turnover intention was produced. Organizational commitment, job satisfaction, career commitment, job stress, perceived organizational support, and work climate were frequently found as drivers to pharmacist turnover intention. Some of 24 other factors had both direct and indirect effects on pharmacist turnover intention via organizational commitment, job satisfaction, career commitment, job stress, and perceived organizational support. Many studies have reported that organizational commitment and job satisfaction had significant influence on pharmacist turnover intention in all settings. Job stress and work climate had direct and indirect effects on turnover intention of hospital pharmacists. Career commitment and perceived organizational support had direct and indirect effects on community pharmacist turnover intention. Conclusion:The factors driving the turnover intention of the pharmacists in different pharmacy practices were different. It indicated that the further interventions should be different to improve the pharmacists' retention in each pharmacy practice setting. Our systematic review is beneficial to guide human resource management in pharmacy and useful for guiding the conceptual framework of future research studies.

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Background: Self-medication and acquisition of over-the-counter (OTC) drugs are emerging community health issues. Besides being a cheap alternative for treating common illnesses, the behavior entails serious ramifications, such as medication wastage, increasing pathogen resistance, and adverse drug reactions. So, the purpose of the present study was to explore and understand the consumption of commonly used OTC drugs and dietary supplements in Dubai and also assess individuals' self-care behaviors related to OTC and dietary supplements. Methodology: A cross-sectional study design was adopted in the present study and 200 participants were included in this study. Data was entered and analyzed through SPSS version 22. While the chi-square test was conducted to find out significance among variables. Findings: Results from the current study showed that more than a quarter of the participants (31%) were male and 69% of them were females. The prevalence of OTC drugs and dietary supplements was higher (98%) among the individuals living in Dubai. The majority of participants (80%) used analgesics as OTC drugs. Results also revealed that 35.5% of participants used vitamins on a daily basis, 11% used them on weekly basis, and 5.5% used them on monthly basis. While 79.5% of participants obtained their OTC drugs and dietary supplements from community pharmacies. Conclusion:This study provides significant findings regarding an individual's knowledge and behavior for utilizing OTC drugs and dietary supplements. The result has drawn from the present study can help the policymakers, and stakeholders to promulgate and effectiveness of policies and program implementation within the country. Lastly future studies with larger samples are required for the generalizability of the study results.

Pharmacist turnover could negatively impact not only work efficiency, organizational performance, work productivity, and customer satisfaction but also the quality of pharmaceutical services and patient safety. The turnover intention was a core antecedent of turnover, therefore, this study aimed to systematically review the extent of pharmacists’ actual turnover and their intention to leave their jobs or the pharmacy profession, and to elaborate on the factors affecting the pharmacists’ turnover intention and their associations. Studies related to any factors affecting pharmacists’ turnover intention in all pharmacy settings were included. The QualSyst assessment tool was used for assessing the quality of the included studies. Twenty-eight studies were contained in this systematic review. Fifteen studies (53.6%) were conducted from the US, 3 studies (10.7%) from Taiwan, 2 studies (7.1%) from the UK, and the remaining studies from Lithuania, Australia, New Zealand, Malaysia, Saudi Arabia, and Jamaica. The actual turnover of the pharmacists from their jobs was ranged in 8.6-17% and the actual turnover from the pharmacy profession was in the range of 6-9%. The turnover intention of the pharmacists in their jobs was ranged from 13% to 61.2% and the turnover intention in the pharmacy profession was 6.5% to 18.8%. Hospital pharmacists had significantly higher turnover intentions than community ones. The turnover intention rates of both hospital and community pharmacists were gradually increased over time in both European countries and Asian countries. From 20 included studies, 30 factors were explored and a model for pharmacists’ turnover intention was produced. Organizational commitment, job satisfaction, career commitment, job stress, perceived organizational support, and work climate were frequently found as drivers to pharmacist turnover intention. Some of the other 24 factors had both direct and indirect effects on pharmacist turnover intention via organizational commitment, job satisfaction, career commitment, job stress, and perceived organizational support. Many studies reported that organizational commitment and job satisfaction had a significant influence on pharmacist turnover intention in all settings. Job stress and work climate had direct and indirect effects on the turnover intention of hospital pharmacists. Career commitment and perceived organizational support had direct and indirect effects on community pharmacist turnover intention. Our systematic review was beneficial to guide human resource management in pharmacy and useful for guiding the conceptual framework of future research studies.

Background: Obesity is one of the health problems which could cause health impacts, as well as economic and social impacts. Community pharmacists are accessible primary health care providers who can play a role in counselling on diet and exercise to control weight and correcting medication misuse for weight control. Literature has shown the effectiveness of weight management services (WMS) provided by community pharmacists, but the percentages of this service provision were low. Objective: To systematically review contributing factors for community pharmacists' intention to provide weight management services. Results: The systematic review included 3,884 participants from 24 studies. There were four major dimensions of weight management service in community pharmacies: 1) patient recruitment, 2) problem identification and referral, 3) counselling, and 4) monitoring. Pharmacists indicated difficulty in starting a conversation about weight with patients. Most pharmacists performed diet and weight-loss product counselling, but few pharmacists monitored patients' progress and adherence to WMS because of the follow-up difficulty. They recommended the use of mobile applications and social media to facilitate monitoring. Pharmacists viewed that those weight-loss products needed to be better regulated. Therefore, it should be pharmacists' responsibility to correct the irrational use of these products. Pharmacists' authority, inadequate pharmacist staff, lack of patient awareness, patients' demand, and private counselling areas were the barriers to weight management service. Knowledge and training, accreditation, time for pharmacists to study, reimbursement, multidisciplinary collaboration, and health resource support could motivate pharmacists to provide WMS. To start WMS, pharmacists reported the need for knowledge about diet, lifestyle modification, weight-loss products, and improving patient engagement in weight management programs. Conclusion:The study provided a conceptual framework for WMS. Most pharmacists had a positive attitude toward and intention to provide WMS. The support of weight management knowledge and skills and resources were needed to start WMS in community pharmacy.