Chang Chee-Tao, Hassali Mohamed Azmi, Hss Amar-Singh, Lee Jason Choong Yin, Chan Huan-Keat
Discipline of Social & Administrative Pharmacy, School of Pharmaceutical Sciences, Universiti Sains Malaysia, Gelugor, Penang, Malaysia.
Clinical Research Centre, Raja Permaisuri Bainun Hospital, Ipoh, Perak, Ministry of Health Malaysia, Malaysia.
Int J Pharm Pract. 2019 Dec;27(6):555-564. doi: 10.1111/ijpp.12559. Epub 2019 Jul 11.
To explore the perceived motivators, training supports and challenges to career advancement among fully and provisionally registered pharmacists (FRPs and PRPs) in the Malaysian public service.
Nine hundred and fifty-three pharmacists in the public service of Perak State, Malaysia, were invited for participation in an online survey that was conducted in October 2018. Based on a 5-point Likert scale, they were required to respond to 56 items, ranging from the perceived availability and importance of both motivators and training supports, the challenges to career advancement, to the awareness of the need for career planning. Their responses were subsequently dichotomized into 'agree'/'important' and 'disagree'/'not important'.
Four hundred and eighty pharmacists participated in the survey, yielding a response rate of 51.2%. More than half of them agreed with the inflexibility of working time and the absence of a performance-based salary and promotion scheme. More than 80% of them also highly valued the training in both pharmacy-related areas and management. Apart from inadequate training, no specialization in pharmacy as a profession and the absence of a performance-based promotion scheme were identified as the major challenges to their career advancement. As compared with the PRPs, the FRPs had greater concern over the absence of a performance-based salary and promotion scheme, flexible working time and periodic feedback for their work performance.
The findings indicate the inadequacy of the current system in providing recognition, training, feedback for work performance and a clear career pathway to pharmacists in the Malaysian public service, which warrants a change.
探讨马来西亚公共服务部门中正式注册药剂师（FRP）和临时注册药剂师（PRP）在职业发展方面所感知到的激励因素、培训支持及挑战。
邀请了马来西亚霹雳州公共服务部门的953名药剂师参与2018年10月开展的一项在线调查。基于5点李克特量表，他们需回答56个问题，内容涵盖对激励因素和培训支持的可获得性及重要性的感知、职业发展面临的挑战以及对职业规划必要性的认知。他们的回答随后被分为“同意”/“重要”和“不同意”/“不重要”两类。
480名药剂师参与了调查，回复率为51.2%。超过半数的受访者同意工作时间缺乏灵活性以及不存在基于绩效的薪资和晋升制度。超过80%的受访者还高度重视药学相关领域和管理方面的培训。除了培训不足外，药剂师职业缺乏专业化以及不存在基于绩效的晋升制度被认为是其职业发展的主要挑战。与临时注册药剂师相比，正式注册药剂师更关注缺乏基于绩效的薪资和晋升制度、灵活的工作时间以及对其工作表现的定期反馈。
研究结果表明，当前体系在为马来西亚公共服务部门的药剂师提供认可、培训、工作表现反馈以及明确的职业发展路径方面存在不足，需要进行变革。
