Effects of occupational stress,job characteristics,coping, and attributional style on the mental health and job satisfaction of university employees

Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles.     

The development of work discussion groups in educational settings

This paper describes the application and development of the work discussion method within educational settings. In the first section of the paper, I outline some key contextual factors that are important to consider when setting up work discussion groups within schools. A number of case examples are then described, illustrating a range of central issues that can emerge. By developing a deeper understanding about the meaning of behaviour and the emotional factors that impact on teaching and learning, I hope to demonstrate how work discussion groups can help teachers to develop their capacity to manage the challenges of their work, role and relationships with pupils. More broadly, I hope to illustrate how these groups can help to promote a learning environment for all, in which development and growth is promoted at a personal, professional and whole school level.     

ICU向患者家属开放的理论研究

ICU实行的基本是封闭式管理,这不仅带来了一些伦理问题,也容易引发医疗纠纷,从伦理学的需要、预防医疗纠纷、改善医患关系等方面探讨ICU向患者家属开放的必要性,分析开放存在的问题,论证了ICU向患者家属开放的可行性。     

酒店员工心理压力及影响因素研究

采用自编问卷等测评工具对杭州市两个高星级酒店270名员工进行酒店员工心理压力及影响因素的调查研究。结果表明:(1)酒店员工的年龄变量对心理压力的影响主效应十分显著,总体呈年龄段越低,心理压力越大的趋势。学历与年龄的交互作用对心理压力的影响显著,小学学历的员工高龄段的比低龄段的心理压力更为高些,与其余几个文化段的员工呈不同的趋势。(2)酒店员工的压力反应与其工作属性、职业态度、负性生活事件、社会支持、特质应对方式等因素呈显著相关。员工的消极应对方式和职业态度是影响心理压力的最主要因素。     

医务人员收取药品回扣的法律理性思考——兼谈《执业医师法》和《药品管理法》立法缺陷

医务人员收受药品回扣是违法行为,但是否适用以“受贿罪”刑事处罚存在司法争议。分析医务人员收受药品回扣的定性争议,提出以受贿罪论处存在的法律矛盾。认为医务人员收受药品回扣以批评教育为主,必要时给予行政处分,甚至吊销其职业医师(药师)资格而免除刑事处罚是妥当而合法的。对于医院管理者收受回扣,可以按受贿罪论处。     

Assessing long‐term maintenance of staff performance following behavior skills training in a home‐based setting

We used a multiple baseline across participant design to evaluate the effects of behavior skills training on teaching three behavior therapists to implement discrete trial teaching (DTT) and evaluate the long‐term maintenance of skills acquired through behavioral skills training. For participants whose skills did not maintain, the authors evaluated an independent self‐evaluation procedure on their performance. Following DTT implementation training, maintenance probes were assessed at 2‐, 4‐, 6‐, and 8‐week follow‐ups. The results demonstrated that one participant maintained 100% procedural integrity (PI) through all follow‐ups, one participant decreased below mastery criterion at the 2‐week follow‐up, and one participant dropped below mastery criterion at the 4‐week follow‐up. Those participants that demonstrated decreased accuracy of implementation of DTT programs and were taught to implement a self‐evaluation procedure. Following self‐evaluation, PI maintained for up to 7 weeks for one participant. Our results suggest that if PI does not maintain, self‐evaluation may be a supplementary intervention to increase and maintain PI of new employees.     

Utilizing Staff Incentives to Increase School-Wide Praise

The authors evaluated whether an incentive raffle increased teachers' use of written praise and appropriate student behavior. Participants included 93 staff members and 755 students at an elementary school in Central Illinois. School staff received didactic instruction for the importance of using praise, and praise notes were measured on a weekly basis by praise type, staff member type, and student type. Results indicated that the faculty incentive produced medium effects for praise for students, but did not impact the number of office discipline referrals. Staff members reported praise notes to be an acceptable school-wide system for managing student behavior, but had mixed feelings regarding faculty receiving incentives for writing praise notes. Implications as well as future research are discussed.     

Behavioral skills training in scent detection research: Interactions between trainer and animal behavior

Animal trainers working in scent detection programs are responsible for arranging training contingencies as well as for observing and recording animal behavior. We provided behavioral skills training (BST) to animal trainers working with scent detection rats to improve the treatment integrity of scent‐detection research sessions. We evaluated the trainers' behavior at baseline and during the sequential introduction of each component of BST (instructions, modeling, and feedback). We observed incremental improvements in treatment integrity with the introduction of each BST component. Posttraining probes revealed that these improvements were sustained at least 3 weeks post‐BST. As the trainers' behavior was modified during BST, we observed decrements in measures of rat performance. We discuss the nature of these interactions and their implications for the use of BST in scent detection research and in situations in which intervention with one party produces concomitant effects on the behavior of another.     

Student victimization by school staff in the context of an Israeli national school safety campaign

In this study, we examined and compared findings from four nationally representative studies of victimization of students by school staff in Israel. We explored whether levels of student victimization by school staff (teachers, principals, secretaries, janitors, etc.) have changed between 1998, 1999, 2002, and 2005, and whether patterns of group differences (gender, age, and cultural groups) were replicated across those four points in time. We employed representative samples stratified by ethnic affiliation and school levels. In 1998, there were 15,916 4th-11th grade students from 232 schools; in 1999, 16,414 4th-11th grade students from 239 schools; in 2002, 21,577 4th-11th grade students from 410 schools and in 2005, 27,316 4th-11th grade students from 526 schools across Israel. Overall, the results reveal that for the entire student population in Israel reports of victimization are quite similar across the four waves of data collection. Levels of physical victimization were consistently higher among boys and Arab students, but other group differences were less consistent, especially with regard to differences between age groups.     

利奈唑胺治疗ICU革兰阳性球菌感染的疗效及安全性观察

为了评估利奈唑胺治疗ICU革兰阳性球菌感染的疗效与安全性,回顾性分析了我院中心ICU接受利奈唑胺治疗的28例革兰阳性球菌感染患者的临床资料。结果显示治疗的总有效率为75％（21／28）,耐甲氧西林金黄色葡萄球菌感染患者有效率73．33％（11／15）,表皮葡萄球菌感染患者有效率66．67％（4／6）,屎肠球菌感染患者有效率80％（4／5）,溶血葡萄球菌感染患者有效率100％（2／2）,人葡萄球菌感染患者有效率100％（2／2）。治疗过程中不良反应发生率为25％。不良反应经对症处理后好转,无需停药。故得出结论,利奈唑胺是治疗革兰阳性球菌感染有效、安全的药物,值得进一步临床验证。