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《Journal of pediatric surgery》2023,58(6):1133-1138
PurposeThis study describes the job market from the perspective of recent pediatric surgery graduates.MethodsAn anonymous survey was circulated to the 137 pediatric surgeons who graduated from fellowships 2019–2021.ResultsThe survey response rate was 49%. The majority of respondents were women (52%), Caucasian (72%), and had a median student debt burden of $225,000. Considering job opportunities, respondents strongly emphasized camaraderie (93%), mentorship (93%), case mix (85%), geography (67%), faculty reputation (62%), spousal employment (57%), compensation (51%), and call frequency (45%). 30% were satisfied with the employment opportunities available, and 21% felt strongly prepared to negotiate for their first job. All respondents were able to secure a job. Most jobs were university-based (70%) or hospital employed (18%) positions where surgeons covered median of two hospitals. 49% wanted protected research time, and 12% of respondents were able to secure substantial, protected research time. The median compensation for university-based jobs was $12,583 below the median AAMC benchmark for assistant professors for the corresponding year of graduation.ConclusionThese data highlight the ongoing need for assessment of the pediatric surgery workforce and for professional societies and training programs to further assist graduating fellows in preparing to negotiate their first job.Type of studySurveyLevel of EvidenceLevel V. 相似文献
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目的 了解河南省某市医院感染管理专职人员基本情况及压力来源。方法 采用分层随机抽样法,按照医院级别分为二级医院和三级医院,均为公立医院,对二级医院和三级医院分别编号,随机抽取调查目标医院,对调查医院的医院感染管理专职人员一般情况、专业、院感专职人员配比、继续从业意愿以及压力来源进行调查。结果 共调查17所二级和三级综合医院,44名医院感染管理专职人员。专职人员以大专学历为主,占43.18%;职称以中级职称为主,占63.64%;专业以护理为主,占81.82%;从事医院感染管理工作年限为5~10年最多,占47.73%;年龄40~50岁占比最高,占34.09%。专职人员配比符合要求的仅4所,占23.53%。有转岗意愿的医院感染管理专职人员共30名,占68.18%,其中40~50岁人员中最多,占86.67%,其次为30~39岁,占78.57%。不同级别医院专职人员主要压力来源调查中,位于前5位的依次为:工作压力大(95.45%)、管理涉及面广(81.82%)、医院领导不够重视(72.73%)、专职人员少(61.36%)、职称晋升难(50.00%)。结论 该市医院感染管理专职人员结构不合理,工作压力大、管理涉及面广及领导重视不够是医院感染管理专职人员压力的主要来源。 相似文献
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专职护理健康教育模式的实施与效果评价 总被引:2,自引:1,他引:1
目的探讨专职护理健康教育模式在临床护理工作中的实施方法与效果。方法选择本院内科和外科10个病区作为实施专职护理健康教育模式的试点,设立健康教育专职护士1-2名,与低年资护士组成责任小组,负责本小组(15-20张病床)住院患者从入院至出院全程的健康教育。比较实施专职护理健康教育模式前后患者疾病相关知识知晓情况、对健康教育满意情况和健康教育专职护士专科疾病相关知识的考核成绩。结果实施专职护理健康教育模式后患者对疾病相关知识知晓情况、对健康教育满意情况和健康教育专职护士专科疾病相关知识的考核成绩均优于实施前,实施前后比较,差异具有统计学意义(均P<0.05)。结论专职护理健康教育模式不仅能有效提高住院患者对疾病相关知识的知晓率和对健康教育的满意度,而且还提高了护士的健康教育能力。 相似文献
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目的提高护理管理者对全日制本科学历临床护士的管理效能,提高后者的工作满意度。方法采用问卷调查法对全国6个城市120名全日制本科学历的临床护士进行工作满意度及激励需求的调查,运用统计学方法分析其影响因素,并探讨两者的相关性。结果全日制本科学历的临床护士对目前所承担的工作量、医院所支付的薪资、工作忙碌程度、赋予独立发挥能力的机会、给予的晋升机会和经历不同事情的机会感到最不满意;激励需求7个测评类别中排位最前的分别是:优厚的福利、工作待遇,提供健康保险和养老保险,护士长关心下属、激励下属,护士长懂得授权、集思广益,友善舒畅的氛围,工作得到患者的称赞和同行的认可,提供可持续发展的职业生涯途径;个人资料中对工作满意度有影响的因素是最初工作目的和婚姻状况,对激励措施满意度方面有影响的因素是最初工作目的;激励措施满意度与工作满意度成正相关(P〈0.01)。结论针对现阶段全日制本科学历临床护士工作不满意的现状,护理管理者应采取相应激励措施来激发其工作积极性,充分发挥其潜能,提高其工作满意度,促进护理队伍的稳定和高效运作。 相似文献
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Kingston M 《Internal medicine journal》2005,35(5):305-308
Data were prospectively recorded on 1294 consecutive patients admitted to a General Medical Unit at the Gold Coast Hospital to review the caseload and pre-requisite professional skills of a general physician working as a full-time hospitalist. Based on this review, the general physician hospitalist must possess expertise in the management of common medical conditions and comorbidities, uncommon medical conditions, elderly patients, the seriously ill, the terminally ill, psychiatric patients, surgical patients and patients with dermatologic, ophthalmic and gynaecological problems. The hospitalist must also be proficient in medical education and organization governance. The demonstration of such skills ensures the 'hospitalist' model is efficient and effective for hospital-based care. 相似文献
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