Theses (Master of Business Administration in Healthcare Management)

Prescribing errors remain a concern among junior doctors during clinical training within hospitals. Educational interventions that integrate clinical reasoning with prescribing practice may support safer medication use. This study evaluated the Good Prescribing Module (GPM), a hospital-based training intervention implemented exclusively in Hospital Putrajaya (HPj) for junior doctors. This study is an observational, retrospective, quasi-experimental, mixed-methods design using a convergent approach based on pre-test and post-test data collected during the implementation of the newly developed GPM. The quantitative component focused on changes in knowledge performance across the pre-test and post-test results, whereas the qualitative component explored participants’ perceptions of the relevance and applicability of the GPM to clinical practice. Post-test knowledge scores were significantly higher than pre-test scores across all GPM cohorts used in this study. Assessment items showed acceptable difficulty and discrimination levels at pre-test, supporting the quality of the knowledge assessment despite the limited number. Reliability analysis showed modest internal consistency of the assessment items. Correlation analyses revealed weak and non-significant associations between clinical experience and knowledge performances. Qualitative findings indicated that participants perceived the GPM as clinically relevant and reflective of real-world prescribing practice. The GPM is proven to enhance prescribing knowledge, hence supporting the structured prescribing education for junior doctors’ clinical training.

Consumer retention is a critical factor of long-term sustainability in the rapidly developing aesthetic-clinic industry in Malaysia, where high consumer standards and market saturation compound competitive imperatives. Explaining the precursors that influence the tendency of patients to reengage is critical to the development of theories and strategically informing management practices. The given study therefore looks at the interrelations between five salient Customer Perceived Value (CPV) dimensions, namely outcome satisfaction, customer experience, trust, price perception, and word of mouth and also revisits intention, in addition to evaluation of gender as a potential modifying factor. The study used a quantitative cross-sectional design, which sampled 310 customers of urban aesthetic clinics in Malaysia. A structured, self-administered questionnaire was used to collect the information and the resulting data was subjected to Partial Least Squares Structural Equation Modelling (PLS-SEM) to test the hypotheses proposed. The empirical results reveal that word of mouth (b = 0.601, p < 0.001) is the strongest predictor of revisit intention compared to the other dimensions of CPV. There is also a statistically significant but relatively weak effect of price perception (b = 0.265, p < 0.001). Together, these variables explained 73.2% of the variation in revisit intention (R² = 0.732). Outcome satisfaction, customer experience, trust, and gender, respectively, did not provide statistically significant effects. These findings highlight the importance of social influence in framing patient loyalty in the elective, credence-based healthcare services. Patients also seem to rely on peer recommendations and mutual experiences more than on interpersonal trust or quality of service perceptions. To sum up, authentic testimonials, referral systems, and digital engagement strategies ought to be leveraged by the managers of aesthetic clinics to amplify positive word of mouth because of their greater predictive ability in instilling long-term loyalty and repeated visits to patients.

HealthBridge Solutions is a Malaysian healthcare consultancy dedicated to bridging the gap between clinical practice and digital health adoption. Positioned in a rapidly evolving healthcare landscape, the company focuses on improving documentation quality, enhancing Health Information System (HIS) and Electronic Medical Record (EMR) usability, and strengthening accreditation readiness for MSQH and JCI. The business model delivers integrated services including clinician-led documentation consulting, custom template development, simulation-based informatics training, and ongoing post-implementation support. Leveraging hybrid clinical informatics expertise, HealthBridge addresses key national challenges such as poor documentation standards, low EMR adoption, and increasing regulatory demands under the PDPA 2010. Market analysis indicates strong growth opportunities driven by Malaysia’s digital health agenda, expanding private healthcare sector, and rising expectations for data accuracy and patient safety. With a hybrid revenue model combining consulting, training, templates, and subscription support, the company projects revenue growth from RM200,000 in Year 1 to RM1 million by Year 3, and over RM10 million through ASEAN expansion by Year 5. Supported by a lean organisational structure, strategic partnerships, and an emphasis on compliance and continuous improvement, HealthBridge Solutions is positioned to become a leading regional partner in advancing safe, sustainable, and clinically meaningful digital transformation in healthcare.

The Malaysian public healthcare sector faces rising attrition among Medical Officers (MOs), threatening workforce stability and healthcare delivery. This study investigates key factors influencing MO resignations in Selangor and Kuala Lumpur, focusing on financial compensation, job satisfaction, work environment, organizational culture, and resignation decision-making. Structured questionnaires were distributed via snowball sampling to 212 recently resigned MOs, with data analysed descriptively and statistically using Spearman’s correlation and Chi-square tests. The results indicate that negative organizational culture and financial dissatisfaction are the strongest predictors of attrition, followed by job dissatisfaction and the premeditated intention to leave. Work environment factors, though less direct, amplify existing dissatisfaction. The study recommends salary revisions, cultural reforms through mentorship and leadership accountability, and structured career advancement pathways to reduce the attrition intention among MO in the Malaysian public healthcare sector. These insights support targeted retention strategies vital for sustaining Malaysia’s public healthcare sector. Future research should explore longitudinal and mixed-method designs to further understand MO attrition dynamics.

The provision of safe and effective healthcare hinges upon a secure occupational environment, yet sharp injuries persist as a critical, preventable occupational hazard. This consulting project aims to address the perpetually high incidence of sharp injuries in a hospital in Sarawak and to propose a multi-faceted, evidence-based preventive strategy. A retrospective descriptive study was done to analyse 118 voluntarily reported sharp injuries between 2022 and August 2025. Statistical analysis done using IBM SPSS and Microsoft Excel. Data analysis on rate comparison is restricted due to limitation of total population data from year 2022-2024. Based on eight months of data in 2025, the incidence rate of sharp injuries was 16.2 per 1,000 healthcare workers, exceeding the reported national annual rate of 6 per 1,000 HCWs in 2016. The highest-risk occupational group was house officers (22.6 injuries per 100 healthcare workers). Furthermore, most incidents were attributed to hollow-bore hypodermic needles (48.3%) occurring predominantly during phlebotomy (28%). Critical shortfall noted in safety practices, including the recapping of contaminated needles (4.2%) and sharps-in-transit injuries (4.2%). A concerning 4.2% of injuries was sustained by non-clinical personnel due to improper sharps disposal. The proposed preventive measures, strategised around the Hierarchy of Control and the Plan-Do-Study-Act (PDSA) cycle recommends the phased adoption of Safety-Engineered Medical Devices (SEMDs), rigorous systemic audits of disposal practices, and targeted, high-fidelity training for junior clinical staff. This implementation path is essential for operational improvement, risk mitigation, and transforming the organisation's safety culture to achieve HRO status. Keywords: Occupational health and safety, sharp injury prevention, healthcare worker safety, operational improvement, safety culture, Sarawak.