Systemization and evaluation of the impact of a pharmacy technician career ladder in a multi-hospital system

dc.contributor.advisorGarey, Kevin W.
dc.contributor.committeeMemberBhakta, Sunny B.
dc.contributor.committeeMemberVarkey, Alex C.
dc.contributor.committeeMemberMartinez, René J.
dc.contributor.committeeMemberVarkey, Divya A.
dc.contributor.committeeMemberMetzen, Daniel L.
dc.creatorDeyhim, Niaz
dc.date.accessioned2020-08-26T23:52:22Z
dc.date.createdMay 2020
dc.date.issued2020-05
dc.date.submittedMay 2020
dc.date.updated2020-08-26T23:52:23Z
dc.description.abstractPurpose: Career ladders have been formally designed to assist in the motivation of pharmacy technician employees to undertake more of an active approach in career progression and participate in the advancement of innovative pharmacy leadership practices. The ability to identify organizational benefits and perceptions of a career ladder for technicians will support the imperatives set forth at the 2017 Pharmacy Technician Stakeholder Consensus Conference and in the American Society of Health-System Pharmacists 2018 Pharmacy Forecast. Methods: A retrospective multi-center study was performed to evaluate organizational and pharmacy technician-oriented outcomes. The timeframe encompasses a pre-intervention period from January 2013 through December 2015 and a post-intervention period from January 2017 through December 2019. The main intervention was the implementation of a systemized pharmacy technician career ladder. The primary endpoint was to assess the perceptions of pharmacy technicians toward career advancement through a theory of reasoned action survey. Secondary endpoints included new hire pharmacy technician one-year and two-year promotion and turnover rates. Results: Survey assessment revealed significance within one domain, leadership and career advancement, indicated by Pharmacy Technician IIs and IIIs (P=0.006). The promotion rate of new hire employees in the post-intervention period was comparatively reduced in a one-year timeframe but maintained similar to historic information in a two-year timeframe. The turnover rate maintained relatively constant despite a systemized career ladder. Conclusion: Pharmacy technicians demonstrate inherent attributes to pursue employment with career advancement and leadership opportunities. An employee’s organizational commitment is not linearly associated with the institution of a career ladder or incentivized benefits.
dc.description.departmentPharmacy Practice and Translational Research, Department of
dc.format.digitalOriginborn digital
dc.format.mimetypeapplication/pdf
dc.identifier.urihttps://hdl.handle.net/10657/6983
dc.language.isoeng
dc.rightsThe author of this work is the copyright owner. UH Libraries and the Texas Digital Library have their permission to store and provide access to this work. Further transmission, reproduction, or presentation of this work is prohibited except with permission of the author(s).
dc.subjectpharmacy technician
dc.subjectcareer ladder
dc.subjecttheory of reasoned action
dc.subjectpharmacy
dc.subjectAmerican Society of Health-System Pharmacists
dc.titleSystemization and evaluation of the impact of a pharmacy technician career ladder in a multi-hospital system
dc.type.dcmiText
dc.type.genreThesis
local.embargo.lift2022-05-01
local.embargo.terms2022-05-01
thesis.degree.collegeCollege of Pharmacy
thesis.degree.departmentPharmacy Practice and Translational Research, Department of
thesis.degree.disciplinePharmacy Leadership & Administration
thesis.degree.grantorUniversity of Houston
thesis.degree.levelMasters
thesis.degree.nameMaster of Science

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