后勤管理工作中的合同风险控制——以北京大学第一医院为例

文章以北京大学第一医院为例结合实际工作,探讨了医院后勤管理中的合同管理概况、风险以及采取的风险应对措施。     

Fortifying Our Teams to Best Serve Our Patients: A Report of the 2019 Summer Intersociety Meeting

Continuing the thematic focus on fostering wellness and professional fulfillment in our workplace, the 2019 Radiology Intersociety Committee Conference focused on understanding and leading multigenerational workforces and developing high-functioning teams. To lead a multigenerational workforce and to understand and embrace traditional versus emerging cultures in our workplace, effective leaders should foster diversity of their teams. Sustaining such teams requires an understanding of different styles and preferences for bidirectional communication and clarity of information sharing and learning; active efforts may be needed to focus on practical approaches to succession planning, breaking down traditional hierarchies, clarifying role delineation, and managing authority gradients. An effective team requires attention to the well-being of team members and professional behavior in and out of the workplace. Conference participants unanimously endorsed multi-organizational support statements and activities assuring professional behavior of their members, along with the desire to explore codes of conduct and ethics.     

患方自决权的伦理和法律思考

医院因丈夫拒签而不做手术，最终导致孕妇及胎儿一起死亡的悲剧给我们极大震撼，如何既保护病人的生命权、被救助权和手术权，又让医院救死扶伤而没有后顾之忧，通过回顾患方自决权的历史沿革，分析尊重患方自决权的伦理意义，认为正确理解患方自决权，从悲剧汲取教训，国家应当设置紧急处理机构。     

北京市合同护士工作满意度及应对方式调查

目的了解不同层次合同护士的应对方式,并探讨应对方式与工作满意度之间的关系。方法采用工作满意度量表(十个维度)和简易应对方式问卷(包括2个因子),分别对北京市二级、三级甲等医院489名合同护士进行工作满意度和应对方式的调查。结果不同学历的合同护士消极应对方式具有统计学意义(P<0.05);不同级别医院合同护士积极应对方式具有统计学意义(P<0.01);是否取得注册资格的合同护士应对方式两个因子得分结果具有统计学意义;应对方式总分与工作满意度总分呈正相关。结论合同护士的应对方式与工作满意度有密切的关系,要想提高工作满意度,提高护士多方面的认知,加强积极应对方式的培训工作是很必要的。     

医院合同护士压力源及其影响因素的调查与分析

目的 探讨合同护士主要压力源及其影响因素.方法 采用护士工作压力源量表对北京市某医院109名合同护上进行调查.结果 合同护士总工作压力水平为(2.76±0.52)分.排在前3位的压力源依次是护理々业及工作方面、工作量及时间分配方面和病人护理方面.,职称、科窜对合同护士工作压力的影响均有统计学意义(P<0.05).结论 合同护上压力程度高,其中经常倒班、工资及其他待遇低、晋升和继续深造的机会太少、担心上作中出现差错事故等是合同护士主要的压力源.合同护士压力程度受不同科室及职称的影响.建议从医院管理者和合同护士自身方面共同努力,减轻上作压力.     

Contractual design and PPPs for hospitals: lessons for the Portuguese model

Recently the Portuguese Government announced the launching of public–private partnerships (PPPs) to build hospitals with the distinctive feature that infrastructure construction and clinical activities management will be awarded to separate private parties. Also, one of the parties will be in charge of providing soft facilities. We explore alternative configurations of contracts and assess whether the equilibrium allocations attain the first-best solution.

Improving food choices among Supplemental Nutrition Assistance Program recipients

We used a principal-agent framework to examine the feasibility of two proposed modifications to the Supplemental Nutrition Assistance Program with the goal of encouraging healthier food choices among program participants. Specifically, we analyzed two types of contract: a restricted contract and an incentive contract. The restricted contract did not allow the purchase of unhealthy foods with program benefits, but compensated participants by increasing total benefits. The incentive contract provided increased benefits that varied according to the percentage of healthy foods purchased with program benefits. The theoretical results revealed the mechanisms for the two alternative contracts, the conditions under which each would be effective, and the key empirical questions to be examined for future policy analysis.     

合同制护士职业获益感的研究

目的：探讨合同制护士的职业获益情况,为其职业的稳定发展提供依据。方法参考美国首席护士理事会对护士职业益处的调查和Dibert等1994年自行研制的带教护士获益与回报感量表自行设计问卷,对合同制护士和正式在编护士进行问卷调查。结果合同制护士的职业获益感低于正式在编护士的职业获益感（ P＜0.05）;文化程度为大专的合同制护士的职业获益感得分与中专、本科的护士比较均有差异（均P＜0.05）,正式在编护士的职业获益感年龄20～30岁的护士与年龄31～40岁和41～50岁的护士比较均有差异（均P＜0.05）;正式在编护士、合同制护士的职业获益感得分内科护士低于外科护士（ P ＜0.05）。结论护理工作的性质决定着护士的职业获益感,护士的职业获益感来源多种多样,影响因素也多种多样。护理管理者应对合同制护士职业稳定提供干预。