The privacy of personal information is aimed at protecting human rights both under the international human rights regime and the Saudi Arabian constitution and other statutes and regulations, subject only to some exceptions that include the protection of public health. The coronavirus disease 2019 (COVID-19) pandemic has brought about certain challenges that necessitate strategies to augment the conventional surveillance of infectious diseases, contact tracing, isolation, reporting and vaccination. Several governments institutions, and agencies presently adopt mobile applications for collecting, analyzing, managing, and sharing critical personal data of individuals infected with or exposed to COVID-19. While the benefits of sharing private information for achieving public health needs may not be disputed, the risk of breach of personal privacy is enormous. This had forced the national governments into a dilemma of either succumbing to public health needs, strictly respecting and protecting the privacy of individuals, or alternatively, balancing the two conflicting demands. There is a massive body of literature on the security and privacy of such mobile applications, but none has adequately explored and discussed public interest justifications under Saudi Arabian laws for alleged privacy breaches. We examined the health surveillance mobile app technologies currently in use in Saudi Arabia with the aim of determining the potential risks of data breaches under extant data protection laws. The paper recommends, among others, that any potential risk of breach to right to privacy of personal information under the law must be (justified by) the public health needs to protect society during the COVID-19 pandemic.

This study introduces a model designed to improve the strategic readiness of private hospitals in Amman by incorporating strategic competencies as an independent variable and using a healthcare information system as a mediator. Targeting private hospitals with over 140 beds, the research included a population of 3263 employees across various managerial levels. Data collection methods involved interviews and electronic questionnaires, resulting in a sample size of 344. Statistical analyses comprised exploratory and confirmatory factor analysis, structural equation modeling, and hypothesis testing with SMART PLS 3.3.3 software. The results indicated medium levels of both strategic competencies and healthcare information systems, while strategic readiness was found to be low. Nevertheless, the proposed model showed a direct positive effect of strategic competencies on strategic readiness, with the healthcare information system acting as a significant partial mediator. Evaluation metrics included the arithmetic mean, standard deviation, and path analysis. This model surpasses traditional methods by effectively linking strategic competencies and information systems to enhance strategic readiness, providing a strong framework for improving hospital responses to crises and dynamic changes. The study suggests focusing on enhancing and developing strategic competencies and integrating a comprehensive healthcare information system to optimize hospital operations and increase readiness.

Background: The term “corporate culture” is used to describe a company’s long-standing norms and practices, as well as the staff’s views and the anticipated value of their job. Executives may need to adjust their leadership styles to achieve the organization’s goal, which may have consequences for the satisfaction of the workforce. Therefore, it is essential to appreciate the relationship between business ethos, management style, work performance, mental health and employees’ job satisfaction. Methods: Researchers was conducting a cross-sectional survey of Saudi Arabian and Indian employees. Data was be collected using a structured questionnaire. To test the reliability of the data, they will be analysed by “Cronbach’s a and confirmatory factors”. SEM was be used to show the relationships of organizational cultures and leadership behaviour on work performance, mental health and job satisfaction through IBM-SPSS and SmartPLS software. Scope: A corporation with a strong culture and effective leadership shares principles and norms of behaviour with its workers, which should aid them in attaining their goals and objectives. Employees could gain work recognition, mental piece, work performance and job satisfaction when they can accomplish the obligations allotted to them by the company. Results: Corporate culture were significantly (positively) correlated with work performance, mental health and job satisfaction. In the same way, leadership behavior was significantly (positively) correlated with work performance, mental health and job satisfaction. Conclusions: The organisational culture holds significant importance, exerting a substantial influence on the overall well-being and productivity of the work environment. The acknowledgement and acceptance of the organisational ethos by workers can have a significant impact on their work behaviour and attitudes when it comes to communication and promotion. When there is a positive interaction between leadership and employees, the latter are more likely to actively contribute to team collaboration and interaction. Additionally, they are more likely to be motivated to achieve the organization’s assigned mission and objectives. As a result, work performance, mental health, and job satisfaction are enhanced.

The decentralization of the NHIS’s implementation to states intended to hasten progress towards universal health coverage, has not effectively addressed healthcare disparities, particularly in Lagos State. The implementation of the Lagos State Health Insurance Scheme appears to perpetuate structural violence, evident in increased out-of-pocket expenses, discrimination based on insurance type, and substandard healthcare delivery. The study therefore examined how structural violence has affected the policy outcomes of the Lagos State Health Insurance Scheme, with a specific emphasis on junior officers in grade level 01–07 in five selected ministries situated within Lagos State. Both primary and secondary data were collected using questionnaire, interview and literature search. Data gathered were analysed statistically and thematically. The findings of the study indicate that the policy outcome of the scheme has been adversely affected by structural violence, resulting in dissatisfaction, compensation claims for unresolved health issues and a shift in health insurance providers among enrolled junior officers.

The Public-Private Partnerships management model (PPP) in Portugal was initially applied to the highways sector. Recently, this model began to spread to the health sector for hospital management. The recent growth of patient’s knowledge and expectations regarding the quality of healthcare services is compelling service providers to pursue new ways of delivering this care to meet users’ expectations. One wonders if the increase in patient access to knowledge may indicate a growth in health literacy, particularly regarding PPP Hospitals. This study assesses the Portuguese population’s literacy level regarding the PPP Hospital model, using a quantitative research approach based on a survey of the Portuguese population served by PPP hospitals and a Public Hospital Management (PHM) model. It was found that the Portuguese population has a low literacy concerning the PPP model, which can cause feelings of injustice. It was found that PPP users tend to have a favourable opinion regarding private involvement since they are also more satisfied compared to PMH users. These results may impact political decision-making concerning the renewal of new contracts for private management of public services.

The global shortage of nurses has resulted in the demand for their services across different jurisdictions causing migration from developing to developed regions. This study aimed to review the literature on drivers of nurses’ migration intentions from source countries and offer future research directions. A search strategy was applied to ScienceDirect, Web of Science, and Scopus academic databases to find literature. The search was limited to peer-reviewed, empirical studies published in English from 2013–2023 resulting in 841 papers. The study followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines to conduct a systematic review of 35 studies after thorough inclusion and exclusion criteria. In addition, the VOSviewer software was utilized to map network visualization of keywords, geographic and author cooperation for bibliometric understanding. The findings revealed various socio-economic, organizational, and national factors driving nurses’ migration intentions. However, limited studies have been conducted on family income, organizational culture, leadership style, infrastructure development, social benefits, emergency service delivery, specialized training, and bilateral agreements as potential drivers for informing nurses’ migration intentions. Moreover, a few studies were examined from a theoretical perspective, mainly the push and pull theory of migration. This paper contributes to the health human resources literature and shows the need for future studies to consider the gaps identified in the management and policy direction of nurse labor migration.