Determine the rate of compliance with the appendicitis treatment regimen (VRT) and the relationship between this compliance with complications and costs of VRT treatment at Children's Hospital 2. Method: Retrospective study, describing the rate of compliance with the VRT treatment guidelines on 5 criteria including: waiting time for surgery, time of using prophylactic antibiotics (KS), KS used before surgery, KS used after surgery, time of using KS after surgery. Results: Waiting time for surgery, KS used after surgery, time of using KS after surgery are criteria with high compliance rates (over 85%). Time of using prophylactic antibiotics for surgery, KS used before surgery are criteria with low compliance rates (below 50%). The compliance rate for all five criteria is 20%. The compliance rate of the VRT group without complications is 11.8%, of the VRT group with complications is 26.6%. The overall compliance rate was low, but there was no significant relationship between compliance and postoperative complications. Conclusion: Compliance with or non-compliance with treatment guidelines did not affect treatment outcomes or postoperative complications. The average treatment cost of the uncomplicated VRT group that complied with the Treatment Guidelines was statistically significantly lower than that of the non-compliant group.
The study aims to determine the rate of work motivation and the correlation between background characteristics, job characteristics, and work motivation rate of employees in Children's Hospital 2 in 2023. Methods: The cross-sectional descriptive study was conducted on 436 employees currently working in various departments in Children's Hospital 2 for at least 12 months, using a questionnaire consisting of 34 questions divided into two parts: personal information and assessment of employees' work motivation. Result: The work motivation score of employees in Children's Hospital 2 was 3.64 ± 0.39. The work motivation rate of employees was 71.56%. Multivariate analysis found a correlation between job position and work motivation level, with the group of employees having lower work motivation levels than leaders and managers by 73%. There was also a correlation between working in the Internal Clinical Department and work motivation level, with employees working in the Internal Clinical Department having lower work motivation levels than those working in other departments. Conclusion: The work motivation rate of employees is relatively high. The hospital needs to develop plans and solutions to support, reduce workloads for employees, create a professional working environment, establish reward systems, and provide timely encouragement for each group.
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