The relational underpinnings of quality internal auditing in medical clinics in Israel

Internal auditing is a key mechanism in enhancing organizational reliability. However, research on the ways quality internal auditing is enabled through learning, deterrence, motivation and process improvement is scant. In particular, the relational underpinnings of internal auditing have been understudied. This study attempts to address this need by examining how organizational trust, perceived organizational support and psychological safety enable internal auditing. Data collected from employees in medical clinics of one of the largest healthcare organizations in Israel at two points in time six months apart. Our results show that organizational trust and perceived organizational support are positively related to psychological safety (measured at time 1), which, in turn, is associated with internal auditing (measured at time 2).     

Mortality and suicide rates of involuntarily committed patients

The mortality and suicide rates for involuntarily committed patients in Denmark are presented. Two cohorts of psychiatric patients committed to a mental hospital from January 1, 1971 to December 31, 1975 (8322 people) and January 1, 1981 to December 31, 1985 (5253 people) have been followed. The standard mortality rate (SMR) in relation to the total Danish population were 4.9 (4.5–5.4) and 5.2 (4.7–5.8), respectively, for the two cohorts, during the first year after involuntarily commitment to a mental hospital. During the same period, the SMR for suicide among the committed patients were 44.9 (37.1–53.9) and 30.9 (24.2–38.9), respectively. The crude suicide rates among the committed patients during the first year after the commitment were 14.3 and 14.0, respectively, per 1000 years, unchanged between the cohorts. Short length of stay in hospital (< 14 days), a nonpsychotic main diagnosis, male sex, and age 35 years or more were equally related to high risk of suicide in the 1971 cohort as evaluated to proportional hazard methods (Cox regression), and short length of stay and commitment on the danger indication provided the most information in relation to high suicidal risk in the 1981 cohort. Methodological problems and the reasons for the results are discussed.     

Equity/inequity,stress and employee commitment in a health care setting

This article investigates the relationship between perceptions of equity, occupational stress and employee commitment in a health care setting. Significant relationships were found among these variables and implications for the health care field are discussed.     

A human CD4 transgene rescues CD4−CD8+ cells in β2-microglobulin-deficient mice

The specificity of the αβ T cell receptor for class I or class II major histocompatibility complex (MHC) molecules determines whether a mature T cell will be of the CD4^?CD8⁺ or CD4⁺CD8^? phenotype, respectively. We show here that a human CD4 transgene can rescue a significant fraction of CD4^?CD8⁺ T cells in β2-microglobulin-deficient mice. Cells with this phenotype could be induced to become potent killers of targets expressing allogeneic MHC antigens, indicating that lineage commitment can precede the rescue of developing cells by the T cell receptor for antigen and the CD4 coreceptor.     

Commentary: Organizational Culture and Practice Epistemologies

Hemmelgarn, Glisson, and James (2006) provide an excellent review of the impact of organizational culture and climate for the implementation of evidence-based practice (EBP) models within social and mental health services systems. As their article makes clear, the implementation process should address the organizational context, and effectiveness and services research should consider organizational factors in outcome and EBP transport research. This commentary extends discussion of one aspect of organizational culture—the extent to which organizations are driven by an empirical scientific epistemology—and how this may contribute to establishing a context for EBP design, selection, implementation, and sustained evolution in field settings.     

588名本科护生职业认同及影响因素研究

目的 了解新冠疫情下本科护生职业认同现状及其影响因素。方法 采用一般情况调查表、职业认同量表、护生专业承诺量表对安徽某院校的588名本科护生进行调查。结果 职业认同总分为(58.17±11.27);护生专业承诺总分为(86.55±20.01);职业认同与专业承诺呈显著正相关(r=0.790,P<0.05);专业承诺总分、“有无您崇拜的护理前辈或老师”、“如果有机会,您是否会调换专业”两条目得分对职业认同有影响。结论 新冠疫情下本科护生职业认同处于中等水平且受多种因素影响。     

护士组织承诺对医院磁性水平影响的机制研究

目的 探究护士组织承诺、心理韧性对医院磁性水平的影响,为临床护理人力资源管理提供依据.方法 采用护士心理韧性量表、中国职工组织承诺量表、医院磁性要素量表对新疆地区4所三甲综合医院的3047名临床护士开展调查,并建立三者之间的关系模型.结果 护士心理韧性得分64.93士15.73,护士组织承诺得分81.53±16.66,护士感知医院磁性水平得分97.31土21.38.护士心理韧性与组织承诺、护士感知医院磁性水平呈正相关(r=0.492、0.483,均P＜0.01),护士组织承诺与感知医院磁性水平呈正相关(r=0.561,P＜0.01),组织承诺是心理韧性与医院磁性环境的中介变量,中介效应占总效应的55.40％.结论 护士心理韧性、组织承诺处于中等水平,护士感知医院磁性水平处于中等偏低水平,组织承诺在心理韧性与工作环境间起中介作用.医院管理者应重视护士组织承诺的建立和维护,稳定护士队伍,提高护士满意度,从而提高护理质量.