暴力侮辱伤医状况的调查分析

在我国,针对医务工作者的暴力和侮辱伤医时有发生,其频率和严重程度日益突显,有加速递增的态势。暴力和侮辱伤医的诱因主要来自于医方、患方、院方和深层次的社会原因。这一事实,造成了不良的社会影响和消极影响,医务人员丧失了人身安全和人格尊严;工作满意度下降,职业忠诚度降低;防御性医疗形成,损害了医务人员和患者自身的利益,阻碍医学科学技术的发展。鉴于此,应采取标本兼治、综合治理的策略,如建立《医务人员保护法》、《医疗场所治安管理条例》;对医患进行医学道德教育;加强医院管理;深化医疗体制改革等。     

我国医务工作者对器官捐献的意愿及影响因素的Meta分析

为了系统评价我国医务工作者对器官捐献的意愿及其影响因素,充分发挥医务工作者在器官捐献工作中的示范效应,本文通过检索国内外期刊数据库,收集建库至2022年3月31日公开发表的关于我国医务工作者对器官捐献的意愿及其影响因素等的研究文献。对纳入的研究数据进行 Meta分析。最终纳入文献14篇。Meta回归分析结果显示,医务工作者中约41%（95%CI=27%～55%）的人有意愿进行器官捐献。亚组分析显示：随着时间推移,医务工作者对器官捐献的意愿呈上升趋势。总体来看,我国医务工作者器官捐献意愿相对偏低,示范效应还未得到充分发挥。

     

Improving partnerships with families and carers in in‐patient mental health services for older people: a staff training programme and family liaison service

In spite of policies advocating the involvement of families in the care of mental health service users in the UK, there are few examples of initiatives to develop staff confidence and skills in partnership working. This article describes a whole team training initiative and family liaison service to promote family inclusive working on in‐patient wards for older people in Somerset, UK. A three‐day staff‐training programme is described and training outcomes are reported. Staff report a substantial increase in confidence and family meetings held. A pre‐and post‐ training case note audit shows increased consideration of the needs of families. To further increase face to face meetings with families a family liaison service has been established, whereby a staff member with systemic family therapy training joins ward staff to hold family meetings as part of the assessment/admission process. Evaluation of this service has shown it to be effective with positive feedback from families and staff.     

Maintaining proficient supervisor performance with direct support personnel: an analysis of two management approaches

A traditional management approach using indirect feedback was compared to an approach involving direct feedback for maintaining supervisory proficiency in observing and providing feedback to staff. Three supervisors participated in each condition. The first 3 supervisors then received direct feedback. Direct feedback was accompanied by high levels of performance relative to the indirect feedback protocol. The need for maintenance procedures with supervisors is discussed.     

互联网时代数字职业精神教育的困境与对策

医务人员在社交网站上个人生活和职业生活的模糊已导致了伦理和医师职业精神的诸多问题。从数字职业精神的定义与现状入手,探讨在线环境中医务人员不恰当的在线言论和网络行为对所在单位和整个医疗卫生群体声誉的影响,医患双方通过社交媒体发布信息可能造成的隐私泄露,以及因在线沟通造成的医务人员医疗实践和职业发展的困境问题。建议将数字职业精神的指导纳入相关法律和行业内部规范,并贯穿医学教育的全过程,以期应对互联网时代对医师职业精神的挑战。     

The Nursing Stress Scale: Development of an instrument

Despite increased recognition of the stress experienced by hospital nursing staffs and its effects on burnout, job satisfaction, turnover, and patient care, few instruments exist that can be used to measure stress. This paper describes the development of an instrument, the Nursing Stress Scale (NSS). It consists of 34 items that describe situations that have been identified as causing stress for nurses in the performance of their duties. It provides a total stress score as well as scores on each of seven subscales that measure the frequency of stress experienced by nurses in the hospital environment. The Nursing Stress Scale was administered to 122 nurses on five hospital units. Factor analysis indicated seven major sources of stress that closely paralleled the conceptual categories of stress on which the scale was based. Test-retest reliability as well as four measures of internal consistency indicated that the Nursing Stress Scale and its seven subscales are reliable. Validity was determined by correlating the total score from the Nursing Stress Scale with measures of trait anxiety, job satisfaction, and nursing turnover hypothesized to be related to stress. In addition, the ability of the scale to differentiate hospital units and groups of nurses known to experience high levels of stress resulting in staff turnover was examined.