Birkan Tapan

This research was conducted to determine the level of professionalism of health care managers. Therefore, the personal and professional differences affecting the levels of professionalism of individuals working in private or public hospitals and working as managers in different fields were investigated and the results obtained were compiled. In the study, 123 individuals from the universe of 218 people were reached and the ones who were reached were asked to complete Swailes questionnaire (2003). Results show that the as the level of education increases, levels of professionalism of also increases. According to our results, choosing the occupation consciously has a positive effect on professionalism level. Also, the time of managerial duty was also founded as a factor contributing to the professionalism level. Lastly, the results showed that the level of professionalism is higher among people who positioned as ‘different levels of management’ than those who have other positions. In the light of these results, it is recommended to increase the education levels of the people who work as managers, to help people choose the profession consciously and to provide support for increasing the level of professionalism in all levels, not only in the time of the managerial duty. In addition, it is important to encourage the activities among people who work in different positions in health institutions to increase their professional professionalism skills equally.

Organizations can only get optimum benefit from their most important source 'Human Resources (HR)' if they bring in, keep and develop them even further which would allow organizations to reach their targets and join in a rivalry. This study reviews recruitment processes for patient services personnel of a private healthcare organization, assesses adaptation training, and analyzes the effects on promotion. The patient services personnel recruited in the mentioned healthcare organization may directly start to work, or the candidates may be given an adaptation training and start working in branches after going through a specific training program. 434 people were recruited as patient services personnel in 2015, and participated in an orientation training called “Campus Program.” When the number of patient complaints in two branches of the healthcare organization was analyzed, the rate of complaints per employee that did not graduate from the Campus Program (non-graduates) was found to be 2.83; while the rate of complaints per employee that graduated from the Campus Program (graduates) was 0.30 in the first branch. In the second branch, the rate of complaints per non-graduate employee was 5.89, while the rate of complaints per graduate employee was 0.07 in the first branch. According to the data for the end of 2015, personnel turnover rate was realized as 18% for Campus Program graduates and 22% for Patient Services personnel. Annual personnel turnover rate for the same occupational group was 26% in 2014 and 24% in 2013.

Opinions of students about current medical law application were investigated. Students (n=401) who participated in this study were enrolled in the health management undergraduate programs of various public and private universities. The data regarding important topics of medical law were gathered by questionnaires. In this study, the determination of the student concerns and some of their effects have been evaluated. It was found that the participants believed that patients tend to file lawsuits at high rates; current laws are not sufficient to protect healthcare workers; and regulations seem to protect patients more than health professionals. Legal refrain in health care workers may lead to behaviors that impede institutional goals and detract from patient-centered approaches.

If a medical intervention was lawfully performed, a criminal liability does not exist under any circumstances. Only liability arising from an erroneous medical intervention can be related with the concepts of penal law, obligations law, and compensation liability of the administration. Likewise, disciplinary practices of trade bodies such as Medical chambers can be brought to agenda due to erroneous medical intervention. Therefore, it is vitally important to ensure the existence of legal bases before any medical intervention. “Informed consent” is the most important document ensuring that a medical intervention is legal. When the understanding of patient-oriented health services was adopted in North American and European countries in the twenty-first century, the views supporting the patients’ making their own medical decisions about themselves started to replace the provider-oriented approach. In order for the persons to take part in the decisions made regarding their health, they must be fully informed about their medical statuses and the treatment options. The informed consent is important for patient rights, as well as for the physicians’ right in case of a complication. The purpose of this study is to determine whether the legal requirements of the informed consent process in the erroneous medical practices that were reflected on the Istanbul Medical Chamber, and set forth the medical and legal results on the files with no Informed Consent Form. In the study, 1528 patient files regarding erroneous medical practice that were informed to the Istanbul Medical Chamber between 2009 and 2014 by the victim or the victim’s relatives were examined, it was observed that 72.2% of the files had no informed consent form, whereas 27.8% of them had one. It was observed that 44.9% of the existing Informed consents were printed but inadequate, 54.1% of them were printed and adequate, 0.7% of them were specially written for the patient but inadequate, and 0.3% of them were specially written for the patient and adequate.

Job satisfaction relates to positive, negative emotions and attitudes regarding the job and depends upon various factors. The purpose of this study is to define the job satisfaction of the dieticians and their relation with the socio-demographic variables. The study was conducted with 112 dieticians. “Sociodemographic form” and “Job Satisfaction Survey” were used. Frequency, percentage, arithmetic mean, independent samples t-test, one-way analysis of variance and correlation were used. "Operating procedures" and "communication" satisfaction scores of dieticians with bachelor's degree are significantly higher than dieticians with postgraduate degree; it was found out that "pay", "contingent rewards", "nature of work" and “total satisfaction” scores of dieticians that work in private hospitals are significantly higher than dieticians that work in public hospitals (p<0,05). Findings from this research can shed light on differences regarding dieticians' job satisfaction. It will be useful for researchers, who will carry out researches regarding the subject in the future, to discuss other factors such as organizational commitment, management approach, in addition to the demographic factors. Accordingly, educators and other stakeholders can better guide and prepare graduates for the realities and challenges that lie ahead for graduates when factors about jobs are better understood.