心理学视角下的医患关系

医患关系是医患双方心理及行为的交往和互动关系。其个体心理属性包涵双方的性格、情感、动机、期望及行为方式。影响医患关系的社会心理因素主要是医患双方角色意识的差异与归因偏差、医患双方的认知心理偏差及社会舆论的心理导向作用。从心理建设的角度,提出了构建和谐医患关系的措施。     

医疗决策过程中的认知差异与调适

医疗决策是一项在危机情境下的有限理性决策行为,面对疾病的突发性、紧急性、演变性以及不确定性等特点,医患双方在医疗决策中存在着认知差异与心理调适的过程。在这一过程中,医患双方不仅在认知主体上存在角色意识、归因模式、心理期望值以及沟通方式等方面的根源性差异,并且受到情绪偏差的倾向性作用和医疗情境的外源性影响。因此,基于有限理性修正医患认知、以同理心促进医患情绪认同、构建医患共同决策的调适模式,是实现有效医疗决策的关键。     

医患双方对医患关系认知情况的调查分析

为了解医患双方对医患关系的认知情况,对江西吉安市五家医院的医生和住院患者采取整群随机抽样法进行随机问卷调查。发现医患双方对医患关系性质、发展趋势及医患冲突的主要诱因、责任主体、主要解决途径的认识状况均存在显著性差异。这种差异直接影响医患关系发展。如何解决医患双方认知的差异是重构和谐医患关系的根本措施。     

医患双方对医患关系认知情况的调查分析

为了解医患双方对医患关系的认知情况,对江西吉安市五家医院的医生和住院患者采取整群随机抽样法进行随机问卷调查.发现医患双方对医患关系性质、发展趋势及医患冲突的主要诱因、责任主体、主要解决途径的认识状况均存在显著性差异.这种差异直接影响医患关系发展.如何解决医患双方认知的差异是重构和谐医患关系的根本措施.     

医患双方对医患关系认知差异性的调查分析

采取整群随机抽样方法,现场调查发现,医患双方对医患关系重要性的认知一致,而对其性质、发展趋势、法律适用,以及医患冲突的主要诱因、责任主体、主要解决方式的认知状况均存在着显著性差异。相互理解、交流和尊重是建立和谐医患关系的根本措施。     

医患双方对医患关系认知差异性的调查分析

采取整群随机抽样方法,现场调查发现,医患双方对医患关系重要性的认知一致,而对其性质、发展趋势、法律适用,以及医患冲突的主要诱因、责任主体、主要解决方式的认知状况均存在着显著性差异.相互理解、交流和尊重是建立和谐医患关系的根本措施.     

从医患冲突看医患权利保障的社会环境

从医患冲突的现状、产生的原因以及如何保障医患双方的合法权益等三方面对当今愈演愈烈的医患冲突问题进行了深入细致的分析,认为导致医患冲突的原因除了医疗管理缺陷与医疗服务问题等表面因素外,还有着诸如价值观念、权利意识、法制观念甚至传媒介入等涉及到社会综合环境的深层次的社会原因,必须加以重视.随着改革开放的不断深入,医患双方的利益格局发生了新的变化,只有从改善社会环境背景入手,才能适应这一变化,才有可能减少医患纠纷的发生,最终使医患双方的合法权利得到保障.     

“场域”视野下社交媒体对医患关系的重构

固有"场域"中的医患之间拥有信息不对称、"认知循环"差异明显以及"主体间性"丧失几个显著特征,导致医患关系失衡和紧张。兼具开放性和交互性的社交媒体的出现,重新构建了宏观社会语境,为医患双方的互动交流开辟了新的"场域"。社交媒体通过打破医患信息不对称的格局,加强健康信息传播力度,拓宽医患认知边界以及促使医患双方进行平等交流,为医患双方信任感的搭建提供新的契机,进而对失衡的医患权力关系进行重构,但社交媒体对医患关系的影响具有局限性,和谐医患关系的建构需要多方共同努力才能得以实现。     

以伤医事件的网络舆情观社会心态

以典型伤医事件的网络舆情为研究切入点,选取天涯论坛网民关注度较高的伤医事件为样本,分析暴力伤医事件医患双方背后的社会心态。从社会情绪、社会认知、价值倾向三个维度剖析网民社会心态的现状及其潜在的问题,并结合当前医疗体制的弊端、医患双方角色认知差异、媒介传播机制失范、群体弱势心理泛化等,分析网民群体心态失衡的原因,进而提出从优化医疗体制、医院提升人文关怀、媒体提高新闻准确度、个人树立理性观等角度矫正公众社会心态的建议。     

基于危机管理的三位一体医患冲突控制体系研究

在危机管理视域下,我国医患冲突呈现突发性与不确定性、舆论关注性与倾向性、破坏性与急迫性以及信息资源的紧缺性等主要特征,从作为危机事件的视角来看,医患主体利益冲突是导致医患冲突的根本原因,医患主体认知差异是导致医患冲突的深层次诱因,医患主体信息沟通无效是导致医患冲突的直接诱因,新闻媒体角色偏离是导致医患冲突的间接诱因.借鉴危机管理中对危机事件事前、事中、事后的处理方法,构建医患冲突预防、处理、善后三位一体的控制体系,更加有效地化解医患冲突.     

循证医学在构建和谐医患关系中的应用

医患关系是一种特殊的人际关系。采用循证医学的原理和方法,规范医疗服务行为,缓解医患矛盾,构建和谐的医患关系,已越来越成为人们的共识。试图从循证医学的角度探索改善医患关系的途径,通过对循证医学理论的应用来缓解医患冲突,改善医患关系。     

知识差异和知识冲突对团队创新的影响

通过情景模拟实验比较了高低知识差异和有无知识冲突两个变量四个水平下的团队创新度。结果表明,知识差异和知识冲突存在着交互作用;当知识差异较小时,知识冲突对于团队创新度具有积极作用;当知识差异较大时,知识冲突所起的是一种震荡作用;当团队不存在知识冲突时,较高的知识差异对团队创新度具有积极作用;存在知识冲突时,高知识差异团队和低知识差异团队的创新度没有显著差异     

医患文化冲突分析——对医患关系紧张的新审视

医患关系始终表现为一种文化关系,医患关系紧张问题有着复杂的文化根源,当前出现的医患关系紧张问题的实质就是医患之间存在文化冲突。从文化的视角对医患文化冲突的程度、引起冲突的原因以及发生冲突的文化主体进行重新审视,以期进一步认识紧张的医患关系。     

Inching Toward Inclusiveness: Diversity Climate,Interpersonal Conflict and Well-Being in Women Nurses

Interpersonal conflict is a type of mistreatment acknowledged to be a serious problem in the United States workplace, particularly for women. This interpersonal conflict is related to negative outcomes in women, as well as the exclusion of women in the workplace, which highlights the importance of investigating ways to reduce this conflict. There is reason to believe that features of the social work environment may impact the prevalence of interpersonal conflict targeted at women. In particular, the extent to which a workplace includes social norms prohibiting mistreatment based on differences—a diversity climate—should be associated with lower levels of interpersonal conflict for women. As such, the goal of the current study was to examine the impact of diversity climate on the experience of interpersonal conflict in women. Additionally, well-being outcomes—burnout and engagement—were assessed as part of a model of diversity climate, interpersonal conflict, and outcomes. In a sample of 172 White women nurses from the northwestern U.S., three sources of conflict (physicians, manager and coworker) were found to relate negatively with diversity climate perceptions. Diversity climate perceptions were also associated with higher work engagement, and indirectly related to both engagement and burnout through conflict. The findings indicate that cultivating a diversity climate might be an important strategy to reduce interpersonal conflict experienced by women in the workplace.     

Exploring diversity effects: nationality composition and nationality context in workgroups

The types of conflict that emerge in nationally diverse teams may depend on the number and types of nationalities present in the team. We investigate the possibility that when teams have individuals from multiple different nationalities (i.e., Dutch, Swiss and Indonesian), rather than just two different nationalities (Dutch and Indonesian), performance and task conflict will be higher while process and relationship conflicts will be comparatively lower. A scenario-based study was conducted in two countries in which we examined how nationality composition (size of national diversity or number of nationalities) and context (nature of national diversity or types of nationalities) affected perceived conflict and expected performance. We hypothesized and found that task conflict and performance are higher in nationally diverse workgroups that included multiple dissimilar nationalities compared to workgroups with just two nationalities. Results also showed that relationship and process conflicts are lower in groups that are diverse in size and nature of national diversity. We observed that social distances among nationalities varied in such a way that a distant nationality became more distanced and a close nationality became even closer in a nationally diverse group. Social distance, in that way, moderated the effect of national diversity. We discuss implications for diversity and conflict management.     

Racism in higher education in South Africa: A challenge to student counsellors

The repeal of apartheid legislation applied to education presents new challenges to student counsellors. Given the history of racial conflict that accompanied limited desegregation on campuses in South Africa, one can expect that conflict ivill increase now that any student may freely study at any university. Of necessity, counsellors will need to develop new expertise to deal with conflict arising from racism on campus. Counselling centres will also have to reflect the diversity of the student population, which will require changed university employment policies.     

中医理念在拇趾外翻临床中的运用

探讨运用中医治病求本、阴阳学说、筋束骨、小夹板纸压垫原理、辨证施治等中医理论,构筑的中西医结合微创技术治疗拇外翻畸形的诊疗体系.从拇外翻畸形的病因、病理、矫形手术、手法复位、生物固定、术后康复等几方面,阐述对拇外翻畸形的新的矫形理念.     

When team members’ values differ: The moderating role of team leadership

Integrating theory and research on values, diversity, situational strength, and team leadership, we proposed that team leadership moderates the effects of values diversity on team conflict. In a longitudinal survey study of national service teams, we found significant, but opposite, moderating effects of task-focused and person-focused leadership. As predicted, task-focused leadership attenuated the diversity–conflict relationship, while person-focused leadership exacerbated the diversity–conflict relationship. More specifically, task-focused leadership decreased the relationship between work ethic diversity and team conflict. Person-focused leadership increased the relationship between traditionalism diversity and team conflict. Team conflict mediated the effects of the interactions of leadership and values diversity on team effectiveness.     

自由意志与决定论的关系：基于心理学视角

西方心理学的各种理论流派在对人格、自我和行为动因等基本问题作出解答时,始终存在自由意志与决定论的分歧与对峙。该文在对这些分歧和对峙作出评述和分析的基础上,厘清了人类行为的决定因素和目的性动因,主张目的性是自由意志存在的基础,而人类意识行为选择的多样性以及自我对不同选择的断言则使自由意志成为必然。自由意志与决定性是一个问题的两个方面,二者是一种辩证统一的关系。