1998
DOI: 10.1016/s0749-3797(97)00028-7
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Performance-based physician reimbursement and influenza immunization rates in the elderly

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Cited by 144 publications
(114 citation statements)
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“…Another organisational strategy to consider with proven effectiveness in enhancing vaccination coverage, is giving financial incentives to physicians. 39 In light of these results, we conclude that vaccination strategies with demonstrated effectiveness in improving coverage among high risk groups should be implemented urgently among COPD patients. Such strategies include telephone calls or personal letters, the use of databases to identify high risk patients, improving medical record keeping, designing vaccination schedules and educating patients regarding vaccinations.…”
Section: Discussionmentioning
confidence: 89%
“…Another organisational strategy to consider with proven effectiveness in enhancing vaccination coverage, is giving financial incentives to physicians. 39 In light of these results, we conclude that vaccination strategies with demonstrated effectiveness in improving coverage among high risk groups should be implemented urgently among COPD patients. Such strategies include telephone calls or personal letters, the use of databases to identify high risk patients, improving medical record keeping, designing vaccination schedules and educating patients regarding vaccinations.…”
Section: Discussionmentioning
confidence: 89%
“…Kouides et al (1998) find that modest P4P incentives lead to a significant increase in the influenza immunization rate among the ambulatory elderly in the United States. Lindenauer et al (2007) show that U.S. hospitals participating in a P4P program and public reporting show modestly larger improvements in quality of care over a two-year period than hospitals participating only in public reporting.…”
Section: Literature Reviewmentioning
confidence: 90%
“…The reason was that physicians participated in many plans, so the bonus for healthcare management alternatives members alone may not have had the necessary impact on physicians' overall income [56]. In some P4P systems, physicians are rewarded for high delivery of care with no punishment, whereas other programs put the physician in risk with not paying until the physician achieves the predefined target [57]. Although P4P programs are designed to encourage providers to provide high-quality in a cost-effective manner, even so, on the other hand, some questions such as the lack of effect, unintended outcomes, adverse selection, disparities, ethical issues, etc.…”
Section: Discussionmentioning
confidence: 99%