Key factors affecting the hospital performance: a qualitative study using fuzzy logic

Afsharkazemi, Mohamad-Ali; Manouchehri, Jila; Salarifar, Mojtaba; Nasiripour, Amir Ashkan

doi:10.1007/s11135-012-9739-7

Cited by 13 publications

(8 citation statements)

References 21 publications

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“…Researchers have recommended the adoption of sample sizes that yielded saturation for expert researchers in literature who have done similar works in the past [29]. [1], [60], [49], [3], [26] and [55]. Hagaman and Wutich found that 16 or fewer interviews were enough to identify common themes with relatively homogeneous groups, but their research revealed that larger sample sizes ranging from 20 to 40 participants may reach data saturation [29].…”

Section: The Dilemma Of Data Saturationmentioning

confidence: 99%

Adequacy of sample size in a qualitative case study and the dilemma of data saturation: A narrative review

Aguboshim¹

2021

World J. Adv. Res. Rev.

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The consensus of many researchers on data saturation is that data saturation is a key driver for determining the adequacy of sample size in a qualitative case study. Despite these global consensuses, some researchers described data saturation as complex because the decision to stop data collection is solely dictated by the judgment and experience of researchers. Other researchers claimed that guidelines for determining non-probability sample sizes, used as an indication of data saturation are virtually non-existent, problematic, or controversial. Others claimed that data saturation hitched to sample size is practically weak, because data are never truly saturated, as there are always new data to be discovered. This narrative study highlights the dilemma of data saturation and strategies to adequately determine sample size in a qualitative case study. A narrative review of prior research that focused on the vast works of literature that revealed significant information on data saturation and strategies to adequately determine sample size was adopted. Peer-reviewed articles within the last five years from electronic databases, using some keywords such as “qualitative case study”, “sample size in a qualitative case study”, “data saturation”, etc., were also extracted. Results show that data saturation is very helpful especially at the conceptual stage, but its concept and standard is elusive, because it lacks practical guidance for estimating sample size for a robust research prior to data collection. Findings from this study may encourage researcher on better guidelines for determining non-probability sample sizes.

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Section: The Dilemma Of Data Saturationmentioning

confidence: 99%

Adequacy of sample size in a qualitative case study and the dilemma of data saturation: A narrative review

Aguboshim¹

2021

World J. Adv. Res. Rev.

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“…See Tables 12, 13 and 14 0.900 YES D(6,7) 0.112 YES CND6 >>CND7 C (7,1) 0.529 NO D(7,1) 1.000 NO NO C (7,2) 0.529 NO D(7,2) 1.000 NO NO C (7,3) 0.679 NO D(7,3) 1.000 NO NO C (7,4) 0.529 NO D(7,4) 1.000 NO NO C (7,5) 0.778 YES D(7,5) 1.000 NO NO C (7,6) 0.628 NO D(7,6) 1.000 NO NO Cavg 0.722 Davg 0.569…”

Section: Appendixunclassified

“…the hospital performance(Afsharkazemi et al, 2013), exploring the key factors of corporate social responsibility(Chen and Chi, 2015), analyzing the social capital indicators (Kiakojuri et al, 2015) and so on.The execution of DEMATEL method consists of six steps (Sumrit and Anuntavoranich, 2013): Gathering expert's opinion and calculating the average matrix Normalizing the initial direct-relation matrix Obtaining the total relation matrix Computing the row and column sums of matrix Setting the value of threshold 6.…”

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confidence: 99%

Personnel Selection Based on Integrated Multi-Criteria Decision Making Techniques

Demirci

Kılıç

2019

International Journal of Advances in Engineering and Pure Sciences

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Personnel selection is the most important process in human resources management discipline since a right selection contributes to other human resources management functions directly. An effective match indicates the quality of human resources department in an establishment. The process of selecting the most matching personnel is regarded as a 'Multi Criteria Decision Making' problem because of various criteria (qualitative and quantitative) for specific business positions. Hence, 'Multi Criteria Decision Making' techniques are very suitable to solve recruitment problems via finding the optimal candidate for a job position. This paper proposes a model that includes Decision Making Trial and Evaluation Laboratory (DEMATEL), Analytical Network Process (ANP) and Elimination and Choice Expressing the Reality (ELECTRE) tools for the first time to overcome this problem. In the first step of the methodology, network relations of the job criteria are identified by DEMATEL method. Afterwards, the network relations are used as inputs in the ANP process and the importance weights of the job criteria are obtained via ANP method. Finally, ELECTRE method is implemented to rank the applicants. In all the steps, expert opinions are utilized and the integrated methodology is implemented in a corporation to show its applicability. Therefore, this study contributes to the literature both theoretically and practically. ÖzPersonel seçimi, doğru bir şekilde yapıldığında, diğer insan kaynakları fonksiyonlarına da katkı sağlayan insan kaynakları yönetim disiplininin önemli bir sürecidir. Uygun personel seçimleri bir işletmenin insan kaynakları bölümünün kalitesini de göstermektedir. Belirli iş pozisyonları için yapılan personel seçimi gerek nicel gerekse de nitel ölçütler içermesinden dolayı "Çok Kriterli Karar Verme" problemi olarak değerlendirilmektedir. Bu bağlamda, "Çok Kriterli Karar Verme" teknikleri en iyi adayın belirlenmesi noktasında uygun çözümler üretebilmektedir. Bu çalışmada DEMATEL, ANP ve ELECTRE tekniklerinin ilk defa bir arada kullanıldıkları bir metot önerilmektedir. Önerilen metodun ilk adımında personel seçim ölçütleri arasındaki ağ ilişkileri DEMATEL metodu ile belirlenmektedir. Sonrasında, ağ ilişkileri ANP sürecinde girdi olarak kullanılmakta ve ölçüt önem ağırlıkları bulunmaktadır. En son olarak da ELECTRE metodu başvuran adayları sıralamak da kullanılmaktadır. Bütün adımlarda uzman görüşleri alınmış ve önerilen metodun geçerliliğinin gösterilmesi için bir işletmede uygulama yapılmıştır. Böylece, bu çalışma ile literatüre gerek teorik gerekse de pratik katkı sağlanmaktadır.

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“…En organizaciones del área de la salud, el desmpeño puede ser comprendido de muchas maneras. Afsharkazemi et al (2013) se dedicaran a evaluar los factores clave que afectan las organizaciones hospitalarias y destacaran los seguientes: factores gerenciales; características de los gestores de alto nivel; características del hospital y los sistemas de información. Por otro lado, Aksezer (2011) argumenta que artefactos de cualidad percebida pueden llevar el paciente a desarrollar la confianza en los servicios prestados, de modo que al conquistar esta confianza el hospital estará experimentando de un buen desempeño.…”

Section: Medición De Desempeñounclassified

Indicadores Del Desempeño Para Organizaciones Hospitalarias: Una Revisión Sistemática

Bastos

Bonato

Gomes

2019

E&G

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El objetivo deste estúdio fue presentar una metasíntesis de indicadores de desempeño para organiaciones hospitalarias presentes en la literatura internacional. La busca sistemática fue realizada en la base de datos Scopus y Science Direct. Los resuultados iniciales mapearan 40.509 documentos, tras la filtraje permanecieron 1.109 estudios, tras las exclusiones terminaron en 31 artigos, propagados en 19 periódicos internacionales. Los principales resultados incluyeron 46 indicadores para el desempeño y estos fueron clasificados en 4 areas: (i) operacional, con destaque para la tip de ocupación de lecho; (ii) recursos humanos, que destacó la importancia de la comunicación para el desempeño y; (iv) finaciero, que destacó la efectividad de los activos. Fue identificado una laguna de pesquisa, derivada de la característica generalista de los indicadores, en este sentido se sugiere para los estudios futuros el levantamiento de indicadores específicos para las áreas más sensibles de las organizaciones hospitalarias.

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Key factors affecting the hospital performance: a qualitative study using fuzzy logic

Cited by 13 publications

References 21 publications

Adequacy of sample size in a qualitative case study and the dilemma of data saturation: A narrative review

Adequacy of sample size in a qualitative case study and the dilemma of data saturation: A narrative review

Personnel Selection Based on Integrated Multi-Criteria Decision Making Techniques

Indicadores Del Desempeño Para Organizaciones Hospitalarias: Una Revisión Sistemática

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