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IntroductionIn the midst of a global climate emergency and with health care systems across the world facing extreme pressure, interest in digital approaches as a potential part-solution to these challenges has increased rapidly. The evidence base to support the role that digitalization can play in moving towards more sustainable models of healthcare is growing, as is the awareness of this key area of healthcare reform amongst policy makers, clinicians and the public.Method and ResultsIn this policy and practice review we explore four domains of healthcare sustainability-environmental, economic, and patient and clinician, delineating the potential impact that digitally enabled healthcare can have on each area. Real-world examples are provided to illustrate the impact individual digital interventions can have on each pillar of sustainability and demonstrate the scale of the potential benefits which can be achieved.DiscussionDigitally enabled healthcare solutions present an approach which offer numerous benefits, including environmental sustainability, economic benefits, and improved patient experience. There are also potential drawbacks such as the risk of digital exclusion and the need for integration with existing technology platforms. Overall, it is essential to strike a balance between the benefits and potential drawbacks of digital healthcare solutions to ensure that they are equitable, effective, and sustainable.

Organizations should constantly improve their business processes to increase performance while keeping employees satisfied. Therefore, human actors are considered a success factor in business process management (BPM) projects. This fact amplifies the impact of employees’ satisfaction on business process performance. Although several reward approaches exist, it remains unclear how they affect job satisfaction specifically in combination with certain process characteristics. To address this gap, we conducted a statistical analysis of survey data based on a representative European working conditions dataset. We applied two-way analysis of variance (ANOVA) and analysis of covariance (ANCOVA, i.e., controlled for organization size and sector) to explore the interaction effects. By looking at all possible combinations, we uncover how the presence or absence of specific pay modes and process-related aspects influence job satisfaction. Additionally, we reveal and discuss the joint effect of process characteristics and pay-for-performance types on job satisfaction. The results argue for a differentiated approach in pay-for-performance to obtain optimal reward solutions. Moreover, we advise for better strategic planning and facilitating successful BPM implementation.