冠心病预防的健康管理模式初探

本文将健康管理中的连续动态理念与现有的社区慢性病管理相结合,构建冠心病预防的健康管理模式。通过冠心病预防策略和策略实施两方面来阐述这一冠心病预防健康管理模式的连续动态性。同时采用SWOT分析法对此模式的应用进行综合评价。希望通过对冠心病预防工作的思考,完善现有的社区慢性病防治工作。     

综合医院心理病房管理模式的探讨研究

为了探讨建立综合医院开放式心理病房新型管理模式的意义及可行性,对郑州市第九人民医院心理科病房采用开放式管理模式,分析480例住院患者的疗效。结果显示,综合医院哥放式心理病房管理模式具有疗效好、住院周期短等优点,提示综合医院开放式心理病房有利于精神病的治疗。     

Managing and Resolving Conflict in the Supervisory System

The purpose of this article is to offer a brief review of relevant literature on conflict in the therapist-supervisor system. The authors discuss factors that contribute to conflict and the principal areas of disagreement in the supervisory system. Additionally, the authors present several ideas regarding what a supervisor can do proactively to prevent conflict within supervision. Finally, various ways to address and resolve supervisor-trainee conflict, including terminating the supervisory relationship, are discussed.     

The outcomes of effective career discussion at work

This article examines the outcomes that resulted from career discussions experienced by 104 employees. Employees appeared to benefit from discussions about their careers with individuals in a wide range of roles. Many effective career discussions produced multiple outcomes, and some of these were long-lasting. The most common types of outcomes experienced were a clearer view of future direction, self-insight, awareness of opportunities, and feeling reassured or better about self or work. The findings highlight the need for future research into the effectiveness of career interventions to take more account of multiple outcomes and how these evolve over time. Also, organizations need to encourage informal career discussions and informal mentoring.     

What Happens When Therapists Feel Bored or Anxious? A Qualitative Study of Distracting Self-Awareness and Therapists' Management Strategies

Using a qualitative methodology, we investigated novice and experienced therapists' experiences of and strategies for managing distracting self-awareness. We found that novice therapists were most aware of anxiety and critical self-talk, whereas experienced therapists were most aware of boredom and outside distracters. In addition, although therapists tended to manage distracting self-awareness through self-coaching and refocusing on the client, novice therapists specifically mentioned managing problematic self-awareness through self-disclosure. In contrast, experienced therapists tended to manage problematic self-awareness by using thought stopping techniques. The results provide new avenues for examining therapists' in-session experiences and for investigating the effectiveness of different management strategies.     

组织职业生涯管理与员工心理与行为的关系

通过广泛的开放式问卷调查和访谈,结合国外职业生涯管理的做法,编制了适合我国国情的组织职业生涯管理问卷(简称OCMQ),将问卷在13个国有企业、民营企业、股份制企业的管理者、技术人员中进行了调查,对所获得的449份有效问卷探索性因素分析结果表明：我国组织职业生涯管理的结构主要体现在四个维度：即晋升公平、注重培训、职业自我认识、提供职业信息。后来,利用研制的OCMQ,以及相关问卷职业承诺、组织承诺、工作卷入度、职业满意度、工作绩效等又在11家国有和中外合资企业中进行了调查,399份有效问卷结果进一步验证了OCMQ问卷的结构效度、实证效度和信度;并发现组织职业生涯管理对企业员工的职业承诺、组织承诺、工作绩效、职业满意度、工作卷入度等产生积极的影响,证实了职业生涯管理的价值。     

企业人事培训的理论化问题

企业管理中人员培训的重要性已被企业及学者普遍认同。但目前国内企业的培训往往仅停留在描述和经验性水平。培训方法的科学化应该通过培训方法的研究来解决。培训方法研究的基本思路可概括为心理特质的界定\测量方法的操作化以及训练程序的合理化等。     

Peer-Enhanced Weight Management Treatment for Overweight Adolescents: Some Preliminary Findings

The purpose of this study was to evaluate the utility of adding a peer-based intervention (peer-based skills training [PBST]) to a traditional cognitive–behavioral weight management intervention for overweight adolescents. Sixteen adolescents between the ages of 13 and 16 years and between 30 and 80$percnt; overweight participated in a 16-week group-based weight management program with the addition of peer-based skills training. Adolescents and parents separately attended 60-min group sessions addressing diet, physical activity, and behavior modification techniques. In addition, adolescents attended a 90-min PBST session each week. Group activities included both mental and physical challenges that fostered development of trust, social skills, and self-confidence. Measures of height and weight, as well as questionnaires assessing self-concept, physical self-worth, and social functioning, were obtained prior to treatment, immediately following the 16-week intervention, and 6 months after completion of active treatment. Paired t tests revealed significant improvements over time in measures of physical self-worth, physical appearance and romantic appeal. Adolescents lost an average of 14.73 pounds from the start to end of treatment, and this was maintained at 6-month follow-up. These preliminary findings provide some support for the application of a novel peer-based program as an adjunctive treatment for adolescent weight management intervention.     

Aggressive Behavior of Passengers, Conflict Management Behavior, and Burnout Among Trolley Car Drivers

A sample of 96 trolley car drivers was used to investigate the relationship between aggressive behavior of passengers and burnout, the moderating effect of conflict management behavior of the drivers on this relationship; and the influence of burnout on customer-friendliness, passenger complaints, and absenteeism. The results show that aggressive behavior of passengers was related to all 3 burnout dimensions. The relationship of aggressive behavior of customers and professional efficacy was qualified by 2 significant interactions with 2 conflict management behavior styles: forcing and avoiding. The interactions showed that too much forcing as well as too much avoiding are related to less professional efficacy for drivers confronted with aggressive behavior. Passenger complaints were only related to less professional efficacy. The customer-friendliness of the drivers was related to less cynicism and more professional efficacy. Absenteeism was only related to exhaustion.     

A Survey of Management Educators’ Perceptions of Unethical Faculty Behavior

To help academic associations in management develop, refine, and implement a code of ethics, we conducted a survey of management educators’ perception of the ethicality of 142 specific behaviors in teaching, research, and service. The results of the survey could be used to inform ethics committees of these associations regarding the level of acceptability of such conduct. The potential value of our study for the Academy of Management or similar management associations lie in our (1) systematically involving the members in building support for the code of ethics, (2) assessing members’ ethical judgments on both cross-sectional and longitudinal bases so as to identify areas needing particular attention in ethical training, (3) providing an extensive list of specific examples of questionable and potentially unethical behaviors so as to make it easier to implement the code, and (4) providing a template survey document for potential use in involving more stakeholder groups in the development of codes of ethics.