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社区医院管理者领导行为与员工工作满意度的相关性研究   总被引:3,自引:0,他引:3  
目的探讨社区医院管理者的领导行为与员工工作满意度的关系。方法采用领导行为量表和工作满意度量表,对两家社区医院173名医务人员进行问卷调查。结果PM领导行为下的员工满意度最高,并与其他3种领导方式存在显著差异(外在满足F=29.779,P〈0.05;内在满足F=22.065,P〈0.05)。医务人员的外在满足程度远远低于其内在满足程度(t=-3.981,P〈0.01)。影响外在满足的因素有医院福利、专业知识技能、绩效规范、科学决策、会议成效、工作激励和M职能等;影响内在满足的因素有民主管理、集体工作精神、P职能和科学决策等。结论PM型领导行为能使医务人员获得最高的工作满意度,最差的是pm型。  相似文献
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领导生命周期理论在不同层次护士培养中的应用   总被引:2,自引:0,他引:2  
目的:探讨适合不同层次护士特点的临床培养方法。方法:根据领导生命周期理论模型,将急诊科护士分为M1、M2、M3、M4共4个层次进行培养,根据不同的计划目标进行考核、评价、调整。结果:所有参加规范化培训的护士在理论知识、操作技能、带教能力、管理能力等方面都优于传统的培养方法。结论:领导生命周期理论根据下属不同的成熟度采用不同的领导方式,能提高护士的综合素质,使各级人员各尽其才,才尽其用,提高护理管理的效率,最终提高护理工作质量。  相似文献
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以科学发展观构建坚强领导集体   总被引:2,自引:0,他引:2  
推动医院又好又快发展,医院领导班子和领导干部是关键力量.坚持以科学发展观加强医院领导班子思想建设、作风建设和组织建设,打造奋发有为的医院领导班子,用优良作风建设促进医院和谐发展,提高医院领导班子成员的自身素质,成为构建自觉坚持医院科学发展、善于领导医院科学发展的坚强领导集体的必然要求,是新形势下医院建设和发展所面对的一项重大战略任务.  相似文献
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Multidisciplinary public health: leading from the front?   总被引:2,自引:2,他引:0  
Rayner G 《Public health》2007,121(6):449-454
This article argues that public health historically evolved in Britain as a multidisciplinary project. The return to its multidisciplinary roots remains an essential but insufficient condition for its future success. Despite its part-emergence from the 'new public health', institutional public health is hampered by short-term strategies and a preoccupation with evidence when it requires a more powerful analysis of contemporary society, a more imaginative engagement with political structures culture and communications, and an embrace of ecological approaches in place of national public health strategies of surrogate consumerism.  相似文献
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情景领导理论在护理临床教学管理中的运用   总被引:1,自引:0,他引:1  
目的:探讨护理临床教学管理的有效方法,提高教学质量。方法:将2008届141名护理毕业实习生作为观察组,采用情景领导理论进行带教管理,即根据实习生的成熟度将其分为四类,即R1(没有能力也无信心),R2(没有能力但有信心),R3(有能力但无信心),R4(既有能力也有信心),分别采取指令式、推销式、参与式、授权式等带教方式进行带教。将按传统方法进行带教的2007届149名护理毕业实习生作为对照组。结果:观察组实习生在医院组织的护理学基础考核中平均成绩均有不同程度的提高;基础护理操作及出入院护理程序应用技能考核的成绩在90分以上的人数高于对照组(P〈0.01);对带教老师的评价问卷得分在优秀水平。结论:对护理毕业实习生运用情景领导理论进行带教管理,可以充分调动护生的学习及工作积极性,提高教学质量。  相似文献
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Leadership in Maternal and Child Health (MCH) requires a repertoire of skills that transcend clinical or academic disciplines. This is especially true today as leaders in academic, government and private settings alike must respond to a rapidly changing health environment. To better prepare future MCH leaders we offer a framework of MCH leadership competencies based on the results of a conference held in Seattle in 2004, MCH Working Conference: The Future of Maternal and Child Health Leadership Training. The purpose of the conference was to articulate cross-cutting leadership skills, identify training experiences that foster leadership, and suggest methods to assess leadership training. Following on the work of the Seattle Conference, we sub-divide the 12 cross-cutting leadership competencies into 4 “core” and 8 “applied” competencies, and discuss this distinction. In addition we propose a competency in the knowledge of the history and context of MCH programs in the U.S. We also summarize the conference planning process, agenda, and work group assignments leading to these results. Based on this leadership competency framework we offer a definition of an MCH leader, and recommendations for leadership training, assessment, and faculty development. Taken as a set, these MCH leadership competencies point towards the newly-emerging construct of capability, the ability to adapt to new circumstances and generate new knowledge. “Capstone” projects can provide for both practice and assessment of leadership competencies. The competency-based approach to leadership that has emerged from this process has broad relevance for health, education, and social service sectors beyond the MCH context.  相似文献
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This paper describes the current definitions of a midwife found in Australian State policies and regulations. It examines these for internal consistency and external comparability. It also discusses the links between nursing and midwifery in Australia and their influence on the midwife's practice. The basis on which midwifery training programmes are established is examined, particularly in the light of characteristics and career plans of midwifery students and the questionable cost-effectiveness of current training. The assumption that nursing leadership is necessarily satisfactory, fitting or appropriate for midwifery is challenged.  相似文献
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In 1984, the Center for Educational Development at the University of Illinois at Chicago began to offer its Master of Health Professions Education leadership programme to 13 medical teachers on-site at Suez Canal University in Ismailia, Egypt. The central issue in this project was whether two institutions on different continents and representing different cultures could collaboratively develop and implement a relevant graduate programme. Of equal concern was whether the degree programme could be adapted to meet the needs of the teachers of a new innovative medical school in a developing country. The 13 doctors have now graduated. This paper describes the rationale for the enterprise, the planning phase of the project, the curriculum, problems that had to be overcome, and some indices of success.  相似文献
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