BACKGROUND

Polyphenol intake is associated with reduced cardiometabolic risk factors such as dyslipidemia, hyperglycemia, and obesity. Pigmented rice varieties such as red, purple, and black rice contain polyphenols; however, are not commonly consumed. Apart from price and sensory properties, awareness of its availability, perception of health benefits, and intent to purchase may influence consumer preference and consumption.

This study aimed to develop and validate a short questionnaire designed to determine awareness of the availability, perception of health benefits, and intent to purchase pigmented rice.

The study included three phases: (1) tool development, (2) expert validation, and (3) reliability testing. Questions were initially evaluated for clarity and relevance by two Nutritionist-Dietitians and then by seven lay individuals through a focus group discussion. Following the revision, seven food and nutrition experts evaluated the face and content validity of the questionnaire. Validity was assessed via computation of Item and scale content validity indices and kappa statistics. The validated tool was then tested for internal consistency and parallel form reliability of English and Filipino versions among lay individuals (n=31) and then evaluated for reliability based on Cronbach’s alpha and Intraclass correlation coefficients.

The questionnaire was found to have an acceptable face (I-CVI: 1.00; S-CVI/UA: 1.00; K=1.00) and content validity (I-CVI: 0.86-1.00; S-CVI/UA: 0.96-1.00; K= 0.85-1.00) and reliability (α=0.96-1.00).

The developed questionnaire is a valid and reliable tool for assessing awareness of the availability, perception of health benefits, and intent to purchase pigmented rice.

1596 studied health workers have got an average salary of 568,843 ± 172,577 VND and an average allowance of 117,960 ± 117,91 VND each month. 52,7% of interviewed subjects had proposed a minimum salary of 636,790 VND with a promotion step of 2 years (67,2%) and 79,4% subjects had proposed a preterm promotion for good workers
Salaries and Fringe Benefits ; Medical Staff

Average salary of state health worker in the institution belonging to MOH accounts for 612.640  190.910 VND per month, diverse subsidies 122.790  128.200 VND per month. The minimal salary must be based on 59.7% of real living price and must accounts for 636.700 VND per month. 55.1% of state workers and cadre consented to the currently designed table of salary, 67.4% to 2 years interval of promoting of salary and shortened the scale to 50% of the current number of salary steps.
Salaries and Fringe Benefits ; Medical Staff

PURPOSE: The purpose of this study was to identify the factors influencing practices of health behavior for cancer prevention in university students. METHODS: Data were collected by questionnaires from 332 university students in J city. To analyze the data, descriptive statistics, t-tests, ANOVA, Scheffes test, and stepwise multiple regression analysis were performed with SPSS/WIN 21.0. RESULTS: The mean score of practices of health behavior for cancer prevention was 3.18+/-.41. Significant factors that affect practices of health behavior for cancer prevention in university students were self-efficacy, perceived benefits, health status, activity related affect, exercise, family's economic status, and the fear of cancer. These variables explained 31.7% of practices of health behavior for cancer prevention. CONCLUSION: The results of this study indicate that the level of practices of health behavior is not sufficient for cancer prevention among university students. Therefore it is necessary to develop a tailored education program to improve the practices of health behavior for cancer prevention in university students. It is also suggested that the education be focused on self-efficacy, perceived benefits and activity related affect.
Education ; Health Behavior* ; Humans ; Insurance Benefits

The objective of this study was to analyze the influence of the hospital and insurer in causing delayed reimbursement of medical insurance benefits. We analyzed major variables at three different sized hospitals to examine the effect of the hospital and insurer using the two-way ANOVA method. The results were as follows: 1. The time interval between claim by hospitals and payment of the benefit was statistically different according to hospital in both admission and outpatient care. 2. The time needed by the insurer for investigating the claimers was statistically different according to hospital and insurer in both admission and outpatient care. There was interaction between the hospital and insurer factors in outpatient care. 3. Although there was interaction between the hospital and insurer factors in admission care, the time interval between claim and payment was statistically different. In outpatient care, the payment interval between claim and payment was also statistically different according to the hospital and insurer.
Ambulatory Care ; Insurance Benefits* ; Insurance Carriers ; Insurance*

PURPOSE: This study was done to examine the relationships among practice environment, nursing professionalism, career commitment, and turnover intention in nurses working in small-medium sized hospitals. METHOD: This study utilized a descriptive correlational design. Data were collected using structured questionnaires from 362 nurses in 7 small-medium sized hospitals and analyzed with SPSS 18.0. RESULT: The mean scores for practice environment, nursing professionalism, career commitment, and turnover intention were 2.29 on a 4-point scale and 3.13, 2.78, 3.51 on a 5-point scale, respectively. The practice environment showed significantly positive correlations with nursing professionalism and career commitment. Nursing professionalism showed a significantly positive correlation with career commitment. The highest significant negative correlation was between practice environment and turnover intention. Nursing professionalism and career commitment had negative correlations with turnover intention. Factors having significant influence on turnover intention included age, assigned ward, average wage, practice environment, and career commitment. These factors explained 43.0% of variance in turnover intention. Practice environment was identified as the most important variable in explaining turnover intention. CONCLUSIONS: The results of this study demonstrate the necessity of improving the practice environment and increasing nurses' career commitment if turnover intention in small-medium sized hospitals is to be lowered.
Intention ; Surveys and Questionnaires ; Salaries and Fringe Benefits

Like any other medical technology or intervention, diagnostic tests should be thoroughly evaluated before their introduction into daily practice. Increasingly, decision makers, physicians, and other users of diagnostic tests request more than simple measures of a test's analytical or technical performance and diagnostic accuracy; they would also like to see testing lead to health benefits. In this last article of our series, we introduce the notion of clinical utility, which expresses-preferably in a quantitative form-to what extent diagnostic testing improves health outcomes relative to the current best alternative, which could be some other form of testing or no testing at all. In most cases, diagnostic tests improve patient outcomes by providing information that can be used to identify patients who will benefit from helpful downstream management actions, such as effective treatment in individuals with positive test results and no treatment for those with negative results. We describe how comparative randomized clinical trials can be used to estimate clinical utility. We contrast the definition of clinical utility with that of the personal utility of tests and markers. We show how diagnostic accuracy can be linked to clinical utility through an appropriate definition of the target condition in diagnostic-accuracy studies.
Diagnostic Tests, Routine ; Humans ; Insurance Benefits

Data of survey on 30 centers of preventive medicine (COPM) showed that the incidence of communicable diseases were reduced from 3 to 102 times during 1990/1992-1996 on the average, especially the whooping cough in some provinces decreased 676 times, diarrhoea reduced 107 times, poliomyelitis felt 41 time. Salary and other subsidies were low, over 50% of health staffs were considered at average living standard.
Medical Staff ; Salaries and Fringe Benefits ; Epidemiology

The average salary of health workers who are working at medical stations from provinces to districts at present is 537.180134.465 VND/month and other salary allowances are 112.180103.733 VND/month. The minimum salary for health workers should depend on real price (44.2%) and the minimum salary at present should be 636.790 VND. The number of health workers agree to the formulation of salary at present is taken up 71.9% time of increasing salary level is two years (66.9%) and shorten 50% salary levels. It should be risen salary level before time-limit (79.5%), the years of increasing the salary before time-limit are 1.110.32 year and it should be established the regime of over salary allowances (91.5%) for health workers.
Salaries and Fringe Benefits ; Medical Staff ; Health Facilities

PURPOSE: The purpose of this study was to analyze the role performance and related factors of the Clinical Research Coordinator (CRC). METHODS: A quantitative, cross-sectional design was used. Data were collected using a structured questionnaire from 134 Clinical Research Coordinators in 4 hospitals and analyzed using descriptive statistics, t-test, ANOVA, and Pearson correlation coefficient. RESULTS: The scores for role performance of CRC were high (average 336.51 points of a possible 420 points, mean average 5.74+/-0.67 of a possible 7) and the degree of role performance in the management task sub dimension (mean average 6.12+/-0.77 of a possible 7) was higher than any other sub dimension. Role performance of the CRC was also related to job satisfaction (r=.198, p=.023). CONCLUSION: The study results indicate that most CRC are nurses and perceive their role as very important. Further the CRC performance of activities of management task and the Coordination/Advocacy task sub dimension were high and higher levels of job satisfaction were related to higher levels of role performance of CRC was. Therefore, strategies related to improvement in the fringe benefit system and work environment should be developed to increase job satisfaction and thus increase job performance.
Job Satisfaction ; Surveys and Questionnaires ; Salaries and Fringe Benefits