Perceptions of Role Players in the Pharmaceutical Manufacturing Sector in South Africa Regarding the Proposal of a National Health Insurance System
- Authors: Essex, Laycan
- Date: 2022-04
- Subjects: Pharmaceutical industry -- South Africa , National Health Insurance
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/58849 , vital:60218
- Description: The proposed implementation of National Health Insurance (NHI) is attracting considerable interest among healthcare workers, as observed in the large quantity of available literary evidence. The available research is mainly focused on the perceptions of healthcare workers, working under the proposed NHI reform. Based on a literature gap observed in recently published articles on perceptions of healthcare professionals regarding the implementation of NHI, the researcher aimed to assess the opinions of key stakeholders in the pharmaceutical manufacturing sector in South Africa. This study employed a qualitative approach, using semi-structured interviews with key stakeholders employed in the pharmaceutical manufacturing sector. Their perceptions regarding the NHI were analysed and interpreted through thematic analysis in order to determine whether they have a positive or a negative perception towards the introduction of the NHI reform in South Africa. The majority of role players are in full support of NHI and there was a consensus amongst the participants that there will be great opportunities for the pharmaceutical manufacturing sector. Regarding the capabilities relating to capacity to supply, participants felt that South Africa’s pharmaceutical manufacturing sector has sufficient infrastructure to support the roll out of the NHI. Furthermore, participants felt positive about increased accessibility to pharmaceutical care by all South Africans, regardless of race, social and economic status. , Thesis (MA) -- Faculty of Health Sciences, 2022
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- Date Issued: 2022-04
An investigation into the high turnover rate of pharmacists in the South African pharmaceutical industry
- Authors: Rivombo, Samson
- Date: 2013
- Subjects: Pharmaceutical industry -- South Africa , Employees -- Resignation -- South Africa , Pharmacists -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8831 , http://hdl.handle.net/10948/d1019786
- Description: The main objective of this study was to investigate factors contributing to employee turnover in the South African pharmaceutical industry and to suggest strategies to minimize it. Employee turnover is a persistent problem facing both public and private organizations in South Africa. In addition to the costs incurred when an employee resigns, losing employees results in a loss of knowledge, skills and experience. Numerous studies have been undertaken globally on this topic. However, this problem continues to adversely affect organizations in several ways. Schwab (1991) suggests that this is because there are no clear resolutions yet to this challenge. Based on literature review conducted, there is no study undertaken in South Africa attempting to address this problem. The purpose of this study was to identify factors contributing to high turnover rate of pharmacists in South Africa (the pharmaceutical industry in particular) and to recommend strategies to address this problem. A quantitative research approach was followed when addressing this problem. Literature review was conducted on employee turnover and a questionnaire was developed. The questionnaire was used as a measuring instrument. Following a non-probability, convenience sampling method, two pharmaceutical companies in Gauteng and one in the Eastern Cape were surveyed. The results were analysed by a statistician using Epi-info and stata software as tools for statistical analysis. The following factors were found to be key factors contributing to employee turnover in the pharmaceutical industry: (i) lack of career advancement opportunities, (ii) uncompetitive salary packages, (iii) perceived inequity reflecting leadership challenges, (iv) insufficient recognition for good performance, (v) stress, and (vi) insufficient retention strategies. An effective retention strategy should address all factors that may contribute to employee turnover. A retention strategy that combines competitive salary packages, opportunities for learning and career advancement, recognition, equity and support structures (to deal with stress), should be used in the pharmaceutical industry. This will assist in creating a motivating climate, which is a pre-requisite for job satisfaction and, in turn, employee retention.
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- Date Issued: 2013