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1.
霍斌  高岚  邱柏红 《中国校医》2010,(4):247-248
目的了解中学生心理健康状况,为开展心理健康咨询提供参考依据。方法采用抑郁自评量表(SDS)与艾森克个性问卷(EPQ)对926名中学生进行心理健康状况调查。结果采用SDS自评量表,被试者抑郁检出率为24.30%;采用EPQ个性问卷,初中男生较全国男性分低,高中男生较全国男性N分低,高中女生较全国女性E分高,EPQ与SDS得分间存在相关关系。学习成绩与SDS得分间呈负相关。结论中学生存在着不同程度的心理健康问题。  相似文献   

2.
目的了解福田区公共场所从业人员对艾滋病预防知识健康教育满意度,为进一步做好艾滋病培训工作,提高授课效果,便于今后工作评估提供帮助。方法对前来体检的从业人员经过艾滋病知识培训后发放满意度调查表,并对培训前后知识掌握情况进行调查;共发放问卷300份,实际收回285份。结果对艾滋病预防知识培训感兴趣的人占94.39%,认为这类课程对自己有帮助的占92.28%;认为老师的讲课效果好的79.65%;对有类似的培训愿意参加的人占89.83%;93.68%的愿意向家人、同伴宣传所学的知识。基本掌握所学的知识(10~6分)培训前49.82%,培训后87.02%,P〈0.01,两者差异具有统计学意义。结论从业人员接受艾滋病的预防知识教育有明显的效果,对培训内容较满意,授课方式需要改进。  相似文献   

3.
目的比较工作内容问卷1.0(JCQ1.0)与付出-回报失衡问卷(ERI)对民航后勤职工的职业紧张调查结果及信效度的差别。方法分别使用JCQ1.0核心版和ERI核心版对110名民航后勤职工进行职业紧张问卷调查,评定问卷的信度和效度。结果根据JCQ1.0的测试结果,高职业紧张、被动型、主动型及低职业紧张的比例分别为23.6%、20.9%、24.5%和30.9%;根据ERI的测试结果,59.1%的员工存在职业紧张。JCQ1.0三个模块的Cronbach仪系数为0.10~0.51,分半信度0.50;ERI三个模块的Cronbach“系数为0.35~0.79,分半信度0.78。Pearson相关检验证实两问卷大部分条目的结构效度较好,提取的因子方差累计贡献率分别为64.62%(JCQ1.0)和58.08%(ERI)。结论ERI问卷在民航职工中具有较好的信度与效度,JCQ1.0问卷在该人群中的应用尚需要进一步验证和修订。  相似文献   

4.
陆琤 《现代医院》2012,12(3):108-109
广大青年团员作为医院职工队伍中的重要组成部分,担负着医院建设和发展的重要任务。如何抓住新医改条件下青年职工的特点,把准青年职工的思想脉搏,最大限度地激发和调动他们的积极性、主动性和创造性,从而促进医院各项事业又好又快发展,已成为当前医院共青团重要的一项工作。为此,我院团委于2011年11月组织临床、医技、门诊、行政、后勤等部门的在职团员青年以及35周岁以下部分青年代表进行了基本情况的调查,共发放调查问卷200份,回收188份,回收率94.00%。现根据调查问卷结果分析当前医院共青团工作面临的问题,并为青年工作的正确方向提供思路。  相似文献   

5.
目的探讨2012年成都市流感流行特征,为制定流感防制策略提供科学依据。方法对2012年成都市流感监测的流感样病例(ILI)资料、病毒分离鉴定结果、暴发疫情信息、报告病例进行分析。结果哨点医院报告ILI%为0.61%,全年无明显高峰,1-3月和8~9月相对较高;占ILI比例最高的为25—59岁年龄组(37.53%),最低的为60岁~年龄组(6.63%);全年无暴发疫情;共采集标本1942份,对444份进行了流感病毒核酸检测,核酸阳性121份,阳性率27.25%,对1924份标本进行了病毒分离,分离到流感病毒234株,分离率12.16%,B型、新甲型H1N1、A(H3N2)亚型分别占阳性毒株的71.79%、1.71%、26.50%。各年龄组分离率分别为5.43%、21.03%、12.83%、12.48%和8.79%;主要流行毒株为B型流感病毒,1-3月优势毒株为B型流感病毒,4~9月优势毒株为A(H3N2)亚型,未分离到A(H1N1)亚型流感病毒毒株;共报告流感病例344例,分别在2—3月和7月形成2个高峰。结论B型为优势毒株,与A(H3N2)亚型交替流行;全年呈现双峰流行;25~59岁年龄组可能是受流感侵袭的主要人群。  相似文献   

6.
目的了解2010年广州市流行性感冒的流行特征,为流感防治策略的制定提供依据。方法选取广州市19家医疗机构作为哨点医院,统计每周在内、儿、急诊科就诊的流感样病例数和门诊就诊人数,计算出流感样病例就诊指数(ILI%);采集哨点医院流感样病例和暴发疫点现患病例的漱口液或咽拭子进行病毒分离和鉴定。结果19家哨点医院全年监测流感样病例301219人次,流感样病例就诊指数为4.71%(301219/6398064)。全年共报告流感样病例暴发疫情17起,累计发病626例,罹患率介于0.75%~8.61%,其中15起发生在学校及托幼机构;疫情主要发生在3-4月(14起);17起疫情中现场采集病例漱口液共79份,结果显示12起疫情为季节性流感(B型10起、H3N2型2起),其他5起疫情未检测到流感病毒。共采集流感样病例标本2689份,流感病毒核酸检测阳性695份,阳性率为25.85%,其中B型294份(占42.30%)、H3N2型213份(占30.65%)、甲型H1N1流感188份(占27.05%)。结论2010年广州市流感流行毒株以B型、H3N2型为主,暴发疫情主要发生在3-4月,学校是高发场所,应加强监测。  相似文献   

7.
特种作战部队士兵肩负着特殊使命,军事、心理素质要求高。为探索特种兵的心理状况,我们对某特种作战大队新兵和入伍满1年老兵进行了测试和对比分析。1 对象与方法 (1)对象:选取某部特种作战大队1999年入伍新兵250人,焦虑自评量表有效答卷243份(有效应答率97.2%),自评抑郁量表有效答卷250份(有效应答率100%);入伍满1年老兵158人,焦虑自评量表有效答卷153份(有效应答率96.8%),自评抑郁量表有效答卷150份(有效应答率94.9%)。年龄18~23岁。(2)方法:采用焦虑自评量表…  相似文献   

8.
[目的]探讨铁路企业职工脂肪肝患病情况的变动趋势,为脂肪肝的防治提供科学依据。[方法]对济南地区铁路系统在职职工2006~2010年健康体检者脂肪肝检测资料进行分析。[结果]2006~2011年铁路在职职工脂肪肝患病率分别为28.10%、25.73%、28.76%、33.82%、39.04%(P〈0.01),平均患病率为30.61%。2006~2010年平均患病率,男性为36.14%,女性为11.12%(P〈0.01);〈25岁为10.06%,25~34岁为25.20%,35444岁为31.17%,45~54岁为35.79%,55~65岁为37.94%(P〈0.01);机务段为34.05%,车务段为34.12%,工务段为29.76%,电务段为32.51%,车辆段为29.63%,客运段为25.97%,济南站为32.02%(P〈0.01);轻体重者为1.21%,正常体重者为8.05%,超重者为36.59%,肥胖者为70.17%(P〈0.01)。[结论]2006~2010年济南地区铁路在职职工脂肪肝患病率有逐年上升趋势。男性、35岁以上、机务段、车务段、超重和肥胖的职工患病率较高。  相似文献   

9.
目的 探讨退休后工作参与和老年人自评健康状况的关联效应,为老年人退休后再就业的合理性提供参考依据。方法 基于中国健康与养老追踪调查(CHARLS)2018年的截面数据,以Stata14.0软件为工具,运用倾向值得分匹配法进行统计分析。结果 本研究发现,年龄、是否参加社会活动、退休金、养老保险、性别对退休后老年人工作参与的影响具有统计学意义;工作参与和退休老年人自评健康状况关联效应的平均处理效应分别为0.062、0.065、0.068,即退休后进行工作参与能使老年人自评健康水平提高6.2%~6.8%(P<0.05)。65~79岁年龄组的退休老年人工作参与后,其自评健康水平提升7.6%~7.9%(P<0.05);退休后进行工作参与的男性老年人,其自评健康水平提升6.4%~8.3%(P<0.05)。结论 退休后工作参与和老年自评健康具有正向关联效应;退休后工作参与和老年自评健康的关联效应存在性别、年龄差异。  相似文献   

10.
为明确中学生的心理健康问题与他们父母的养育方式的关系,我们采用症状自评量表(SCL-90)与父母养育方式问卷(EMBU)对此进行了研究.参加测试的对象是高中和初中生(共计798人),有效问卷798份.结果显示:父亲养育方式各分量与S总分的相关系数在0.137~0.225之间,母亲养育方式各分量与S总分的相关系数在0.016~0.351之间.  相似文献   

11.
目的了解山东省手术室护士职业生涯管理现状,并对其影响因素进行分析。方法于2019年2月,以便利抽样方法选取山东省1418名手术室护士为研究对象,采用《一般资料调查表》《护士职业生涯管理问卷》《护士职业生涯规划问卷》对其一般情况以及职业生涯管理和规划现状进行调查,分析可能的影响因素。结果手术室护士职业生涯管理得分为(48.24±11.12)分,四个维度得分由高到低依次为注重培训[(12.64±2.54)分]、晋升公平[(12.11±3.04)分]、提供职业信息[(12.10±3.21)分]、促进职业发展[(11.39±3.46)分]。手术室护士职业生涯规划得分为(43.33±9.00)分。多元线性回归分析结果显示,职业生涯规划得分(β=0.742,P<0.001)、所在医院级别(β=-0.068,P<0.001)、年龄(β=-0.065,P<0.001)是护士职业生涯管理得分的影响因素,可解释职业生涯管理57.1%的变异量(F=630.596,P<0.001)。结论手术室护士职业生涯管理现状处于中等水平,各维度得分不均衡;职业生涯规划得分、所在医院级别、年龄等因素影响手术室护士职业生涯管理得分。  相似文献   

12.
目的:探究内蒙古自治区基层医务人员职业认同与工作满意度的关系。方法:采用整群随机抽样方法,在内蒙古自治区的东部、中部和西部地区卫生系统抽取523名基层医务人员为调查对象,运用问卷调查、匿名填写的方法收集资料。结果:内蒙古基层卫生人员的工作满意度平均分为(3.70±0.74)分,工作满意度在民族、学历、职称、年龄方面的差异有统计学意义。基层卫生人员的职业认同平均分为(4.01±0.73)分,不同民族医务人员的职业认同有统计学意义(P〈0.05),蒙古族医务人员职业认同感高于汉族。职业认同、职业规划和工作满意度呈显著正相关。职业规划在职业认同和工作满意度之间起部分中介作用。结论:改善薪酬和环境,制定有利的职业生涯发展政策,增强医务人员职业认同感,从而提升内蒙古基层医务人员的工作满意度。  相似文献   

13.
目的调查福建省三级公立医院行政管理人员的职业发展现状,探讨该类人员职业发展的主要影响因素及相应的建议和对策。方法选取福州、泉州、厦门等地市三级公立医院行政管理人员进行调查研究,采用问卷形式对抽样人群进行职业现状和职业生涯规划调查。结果福建省三级公立医院行政管理人员职业生涯规划意识较弱,职业满意度不高,薪酬水平、职业发展空间是影响职业满意度的主要因素。结论三级公立医院行政管理人员职业生涯管理,需建立科学的职业生涯管理体系,畅通职业发展通道,打造高绩效文化和高绩效教练,构建基于胜任力的绩效管理与薪酬激励机制。  相似文献   

14.
INTRTODUCTION: A shortage of health workers is a major problem for Nigeria, especially in rural areas where more than 70% of the population live. At the primary care level, trained community health officers provide services normally reserved for doctors or medical specialists. The community health officers must therefore be supported and motivated to provide effective quality healthcare services. This study aimed to determine factors that will attract and retain rural and urban health workers to rural Nigerian communities, and to examine differences between the two groups. METHODS: A cross-sectional survey measured health workers' work experience, satisfaction with, and reasons for undertaking their current work; as well as reasons for leaving a work location. Data were also gathered on factors that attract health workers to rural settings and also retain them. RESULTS; Rural health workers were generally more likely to work in rural settings (62.5%) than their urban counterparts (16.5%). Major rural motivators for both groups included: assurances of better working conditions; effective and efficient support systems; opportunities for career development; financial incentives; better living conditions and family support systems. The main de-motivator was poor job satisfaction resulting from inadequate infrastructure. Rural health workers were particularly dissatisfied with career advancement opportunities. More urban than rural health workers expressed a wish to leave their current job due to poor job satisfaction resulting from poor working and living conditions and the lack of career advancement opportunities. CONCLUSIONS: Motivational factors for attraction to and retention in rural employment were similar for both groups although there were subtle differences. Addressing rural health manpower shortages will require the development of a comprehensive, evidence-based rural health manpower improvement strategy that incorporates a coordinated intersectoral approach, involving partnership with a range of stakeholders in rural health development.  相似文献   

15.
职业生涯规划对于职业生涯的成功起着重要的作用,而成就动机则是阻碍职业生涯发展的内在因素之一。分析某高校直属医院2018级新入学研究生的成就动机和职业生涯规划情况,并探讨如何结合其实际情况通过成就动机和职业生涯规划教育提高学生的职业生涯规划能力,帮助其更好地规划适合自身发展的职业生涯道路。  相似文献   

16.
Career radiation doses for 8,961 male workers at the Calvert Cliffs Nuclear Power Plant (CCNPP) were determined for both utility (n = 4,960) and contractor (n = 4,001) employees. Workers were followed from the time of first employment at CCNPP (including plant construction) to the end of 1984 (mean follow-up = 5.4 y). Plant operation began in 1975. The mean duration of employment was 1.9 y at CCNPP and 3.1 y in the nuclear industry. Career radiation doses were determined from dosimetry records kept by the utility company and the U.S. Nuclear Regulatory Commission (NRC). For all exposed workers, the average career dose was 21 mSv and was higher for contractor (30 mSv) than utility (13 mSv) workers. Career doses were also higher among those employed in the nuclear industry for greater than or equal to 15 y (111 mSv) and among workers classified as health physicists (56 mSv). Cumulative doses of greater than or equal to 50 mSv were received by 12% of the workers; the maximum career dose reported was 470 mSv. The availability of social security numbers for practically all employees facilitated record-linkage methods to determine mortality; 161 deaths were identified. On average the workers experienced mortality from all causes that was 15% less than that of the general population of the U.S., probably due to healthier members of the population being selected for employment. Our investigation demonstrates that historical information is available from which career doses could be constructed and that, in principle, it is feasible to conduct epidemiologic studies of nuclear power plant workers in the U.S. Although difficult, the approach taken could prove useful until such time as a comprehensive registry of U.S. radiation workers is established.  相似文献   

17.
OBJECTIVES: To evaluate a national continuing professional development (CPD) scheme through the views and experiences of its participants. METHODS: A qualitative focus group methodology was used. Forty-nine career grade paediatricians were allocated to nine focus groups according to their work settings, ages and posts. All groups discussed the following: (a) ease or difficulty of achieving CPD requirements; (b) whether a personal professional development plan (PDP) enabled the planning process for CPD; (c) whether CPD participation facilitated changes in practice, and (d) their views on the CPD system in operation at the time of the study. RESULTS: Taking part in CPD had a positive effect on participants' clinical practice and broadened their professional and academic base. The main difficulties in achieving CPD were variable financial support (especially for non-consultant staff) and pressure due to extra work accumulating during study leave. The quality of internal CPD meetings was inconsistent. A professional development plan was useful for planning CPD needs, but there was a conflict between the educational and training needs of the individual and the employing NHS Trusts. The scheme's guidelines were clear but there were reservations about its layout and the system of recording points. CONCLUSION: This study enabled discovery of the views of paediatricians participating in a national CPD scheme operated by the Royal College of Paediatrics and Child Health. Consequently, changes were made to the scheme's presentation (but not content) and process of recording points. Barriers to achieving CPD requirements were identified and are being monitored. Efforts to involve non-consultant career grade paediatricians have been increased.  相似文献   

18.
朱长格 《现代医院》2012,12(9):109-111
在文献回顾的基础上,阐述了医院行政管理人员职业生涯规划研究的背景、职业生涯规划管理的相关理论、实践研究内容。公立医院行政管理人员职业生涯规划的研究尚属于空白,对公立医院行政管理人员职业发展问题的研究,可以弥补职业生涯规划研究的不足,具有较好的理论研究意义和实践研究意义。  相似文献   

19.
采用问卷调查方式对北京市某三级医院后勤服务人员职业认知与评价情况进行调查分析.后勤人员存在老龄化和低学历、岗位职责认知不清、职业生涯规划与激励手段有限等问题,提出医院管理者应当通过以下措施改进人力资源管理工作:深入推进后勤社会化改革,构建科学的岗位职责体系,建立员工职业发展通道,建立多样化的激励机制等.  相似文献   

20.
目的:通过尝试建立医师职业生涯规划长效管理机制,走出驻军医院培养人才的新路,达到为我所用、人尽其才的目的。方法设计规划方案,包括建立规划管理组织、建立医师评价系统、设计职业规划方案、职业规划实施步骤四个环节。结果划分出职业生涯规划时限、制作《医师职业生涯规划实施手册》、《医师职业生涯规划专业资料》、《医院重点学科和核心技术五至十年发展实施方案》。结论将医师个人职业规划与医院发展规划相结合,建立长效管理机制,对驻军医院人才建设具有现实意义。  相似文献   

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