Multi-center investigation on personnel training and scientific research status of pharmacy intravenous admixture services (PIVAS) in mainland China based on the perspectives of PIVAS leaders

We sought to analyze the current situation of personnel training and scientific research regarding pharmacy intravenous admixture services (PIVAS), to provide evidence-based medical knowledge to inform personnel training for PIVAS in mainland China.A cross-sectional survey was used to examine the current status of PIVAS personnel training, research capabilities, needs, and research output of PIVAS personnel based from the perspective of leaders in PIVAS in China. The survey period was from March to April 2019.A total of 137 hospitals in China participated in this survey. The main training content areas of PIVAS staff in each hospital were professional theoretical knowledge (100.00%, 137/137) and practical operation ability (98.54%, 135/137). The frequency of training was typically 1 to 2 times/month (56.9%, 78/137). The average duration of a single training session was typically 1 h or less (68.6%, 94/137). The most common forms of PIVAS training were lectures (94.89%, 130/137) and practical operations (79.56%, 109/137). A total of 51.8% (71/137) of PIVAS leaders believed that PIVAS personnel had a high degree of scientific research needs, but 61.3% (84/137) believed that few personnel had mastered scientific research methodology, and 41.6% (57/137) believed that the scientific research ability of personnel was relatively poor. Among PIVAS personnel, only 38.7% (53/137) had specialized scientific training. The annual total SCI output was 0 to 18 articles (median 0 articles) and the total number of national-level funding grants was 0 to 2 (median 0). There were no significant differences in the training of PIVAS personnel and scientific research between different provinces and hospital levels.The training content of PIVAS personnel in China was found to be relatively rich, but management tools, career development, and training in scientific research were found to be relatively weak, and the scientific research output was very low. It is necessary to build a comprehensive training system for career development among PIVAS personnel.     

养老机构养老护理员培训现状及需求调查分析

目的 了解养老机构养老护理员培训现状及其对培训方式和内容的需求情况,为提升养老护理员培训质量提供参考依据。方法 采用便利抽样法抽取养老机构中783名养老护理员,进行问卷调查。结果 持证和未持证的养老护理员在相关知识和技能得分的比较,除生活照料操作技能外,差异均有统计学意义(P<0.05);持证和未持证的养老护理员80%以上均有愿意参加培训,认同课堂讲授、以老带新和参观观摩的培训方式,希望由政府部门组织或在养老机构内,利用工作日的白天开展相关培训。在培训内容上,持证的养老护理员希望培训的内容是心理护理知识、人际关系与沟通知识、消防安全知识技能、生活照料操作技能;无证的养老护理员希望培训的内容是护理技术专业知识、老年人照护基础知识、心理护理知识、急救常识技能、服务礼仪个人防护知识。另外,持证和非持证的养老护理员支持按文化程度、职称、工作岗位进行分层次培训。结论 养老机构中,未持证的养老护理员相关知识和技能处于较低水平,应根据其需求增加培训机会,提高养老服务水平。     

Attitudes, stress, and satisfaction of staff who care for residents with dementia

PURPOSE: Considering the increasing proportion of residents in long-term care who have dementia, and the important influence that direct care providers have on resident quality of life, this study explores the dementia-related attitudes of residential care/assisted living (RC/AL) and nursing home staff, as well as their work stress and satisfaction. DESIGN AND METHODS: Data were derived from interviews with 154 direct care providers from 31 RC/AL facilities and 10 nursing homes who participated in the Collaborative Studies of Long-Term Care. RESULTS: Stress was more often reported by care providers who had been working for 1 to 2 years (compared with longer); in addition, those who had been working for 1 to 2 years were more likely to espouse hopeful or person-centered attitudes than those who had been working for a longer period of time. Also, a person-centered attitude related to satisfaction, and perceived competence in providing dementia care was consistently associated with dementia-sensitive attitudes and job satisfaction. IMPLICATIONS: Attending to the welfare and ongoing training of workers who have demonstrated job commitment may lessen their tendency to become jaded over time or seek job opportunities elsewhere. Further, the attitudes the staff hold related to dementia and the training they receive to provide dementia care are important for their own well-being.     

STAR: a dementia-specific training program for staff in assisted living residences

PURPOSE: This article describes, and provides data on, an innovative, comprehensive, dementia-specific training program designed to teach direct care staff in assisted living residences to improve care and reduce problems in residents with dementia. DESIGN AND METHODS: STAR-which stands for Staff Training in Assisted living Residences-provides two 4-hr workshops augmented by four individualized on-site consultations and three leadership sessions. Developed by means of an iterative process of implementation and revision, it was then evaluated in a small randomized controlled trial. A total of 114 staff and 120 residents in 15 residences participated. RESULTS: STAR was exceptionally well received. Training details are provided with a discussion of unique challenges inherent in implementation. Following training, STAR residents evidenced significantly reduced levels of affective and behavioral distress compared with control residents. Furthermore, STAR residents improved whereas control residents worsened (p < .05). Staff with STAR staff training reported less adverse impact and reaction to residents' problems (p < .05) and more job satisfaction (p < .10) compared with control staff. IMPLICATIONS: STAR is an effective training program for direct care staff working with dementia residents in assisted living. The importance of continued development and investigation of STAR efficacy and effectiveness is underscored by the growing numbers of residents with dementia who are receiving care in these settings.     

青海省疾控工作人员疟疾防治知识水平调查及培训需求分析

目的了解我国疟疾非流行区疾控工作人员的疟疾防治知识知晓情况和相应培训需求,为设置该类地区疾控工作人员的培训课程提供参考。方法采用整群抽样和自填问卷的调查方法,对2016年参加青海省全省疟疾培训的疾控工作人员进行调查并进行统计分析。结果本次共调查115人,其中85.21%(98/115)来自县级疾控中心。调查对象的整体知晓率情况为70.35%,但在疟疾基础知识和疟疾治疗知识的知晓情况相对较差,分别为61.96%和48.99%。该结果在职称、所在科室分类、单位级别的结果比较未见统计学差异(F=0.13~2.02,P均0.05)。经培训后的整体答题得分情况有所改善,平均79.20±15.16分,高于培训前平均70.34±17.46分,差异有统计学意义(t=3.86,P0.05)。在疟疾基础知识和疟疾监测响应知识知晓方面有显著提高(t=4.30、4.97,P均0.05)。80%的调查对象认为疟疾基本知识最需要培训。但培训需求在各组之间以及不同培训内容之间的差异没有统计学意义(F=0.61~3.11,P均0.05)。结论青海省各级疾控中心工作人员对疟疾知识的掌握情况较好,但仍需要在疟疾基础知识、疟疾治疗、疟疾监测与响应等方面加强培训,以提高响应的能力。     

A behavior modification training program for staff working with drug addicts.

This paper described a Behavior Modification Training Program, emphasizing self-control, for staff working with drug addicts. The program, which is primarily geared toward the training of paraprofessionals, takes place in ten 1-1/2 hour sessions and includes an overview of behavior modification as well as instruction in techniques of relaxation, desensitization, self-image improvement, behavior analysis, behavior control, assertive training, rational thinking, and how to set up and run similar behavior modification training programs for staff and patients. Since this training began at the New Jersey Neuropsychiatric Institute in November 1971, a total of 898 staff members, mostly paraprofessionals working with addicts, alcoholics, mentally ill patients, and inmates, including 53 from our own institution, 576 persons from other facilities in New Jersey, and 269 from facilities in other states, have been trained, while 2,021 patients have been trained in similar programs. Most of this training has been accomplished by paraprofessionals. Preliminary evaluation data have been promising and the response of participants enthusiastic.     

Seroprevalence of SARS-CoV-2 antibodies among 925 staff members in an urban hospital accepting COVID-19 patients in Osaka prefecture,Japan: A cross-sectional study

The subclinical severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) infection rate in hospitals during the pandemic remains unclear. To evaluate the effectiveness of our hospital''s current nosocomial infection control measures, we conducted a serological survey of anti-SARS-CoV-2 antibodies (immunoglobulin [Ig] G) among the staff of our hospital, which is treating coronavirus disease 2019 (COVID-19) patients.The study design was cross-sectional. We measured anti-SARS-CoV-2 IgG in the participants using a laboratory-based quantitative test (Abbott immunoassay), which has a sensitivity and specificity of 100% and 99.6%, respectively. To investigate the factors associated with seropositivity, we also obtained some information from the participants with an anonymous questionnaire. We invited 1133 staff members in our hospital, and 925 (82%) participated. The mean age of the participants was 40.0 ± 11.8 years, and most were women (80.0%). According to job title, there were 149 medical doctors or dentists (16.0%), 489 nurses (52.9%), 140 medical technologists (14.2%), 49 healthcare providers (5.3%), and 98 administrative staff (10.5%). The overall prevalence of seropositivity for anti-SARS-CoV-2 IgG was 0.43% (4/925), which was similar to the control seroprevalence of 0.54% (16/2970) in the general population in Osaka during the same period according to a government survey conducted with the same assay. Seropositive rates did not significantly differ according to job title, exposure to suspected or confirmed COVID-19 patients, or any other investigated factors.The subclinical SARS-CoV-2 infection rate in our hospital was not higher than that in the general population under our nosocomial infection control measures.     

常州市疟疾镜检人员现状调查

目的 目的 了解常州市消除疟疾行动初期各级卫生机构疟疾镜检人员的现状, 为全市实现消除疟疾目标提供参考依 据。方法 方法 采用问卷调查、 疟疾理论知识和镜检操作考试的形式, 对常州市各级医疗机构和疾病预防控制中心疟疾镜检 人员进行现状调查, 并对所得数据进行统计学分析。结果 结果 共调查95名疟疾镜检人员, 其中大专、 本科及以上学历分别占 40.0%和45.3%; 从事检验工作年限1年以内的占18.9%, 2 ~ 5年的占40.0%, 6 ~ 10年的占18.9%, 10年以上的占22.1%; 上 一年度参加省 （市） 级、 区 （县） 级和单位内培训的人均次数分别为0.57、 0.59次和0.14次; 工作中有发现疟原虫经历的人数 占18.9%; 认为疟疾血检工作非常有必要和有必要的占97.9%; 认为疟疾镜检工作增加工作负荷、 增加工作难度的分别占 57.9%和8.4%; 培训前后的疟疾相关知识平均正解率分别为72.5%和91.6%, 差异有统计学意义 （χ2 = 314.3, P < 0.05）; 疟 疾镜检操作考试平均分为25.3分 （满分50分）, 及格 （≥ 30分） 率为58.9%。结论 结论 常州市医疗机构的疟疾镜检人员岗位培 训工作不到位, 工作经验相对薄弱, 需进一步加强培训, 以提高疟疾镜检的实际操作能力。     

The current situation in training and education of assistant staff in interventional cardiology

The number of heart catheter laboratories in Germany has been increasing for years. While there are general training regulations for cardiologists, nothing comparable exists for the assistant staff in interventional cardiology. Qualification is settled within the department. Aim of this study was the determination of the demand in general training and qualification courses. All heart catheter laboratories in North Rhine-Westphalia were questioned. Assistants (227) and medical directors (43) from 48 laboratories (54.0% returns) answered. Of the assistants 59.1% were qualified nurses, 28.2% consulting room assistants, and 10.1% medical technicians. Most of them were female (85.0%); the average age was 34.3 years. Of the assistants 73.1% were not trained in their current hospital or practice. Before their occupation in cardiac catheterization, 51.8% worked in nursing and 17.6% in ECG, sonography, etc. None of the 227 assistants was still in training at the time of questioning although 68.3% of the hospitals and practices accept trainees. Nine out of ten laboratories offer inhouse qualification, mainly in radiation protection (82.1%) and medical fields (66.7%), and 85.3% of the assistants have already attended these. Of the medical directors 90.0% and 99.2% of the assistants consider general training and qualification courses to be necessary. When asked for important fields for training programs, the assistant staff mentions "medicine" (77.6%), "examination assistance" (67.0%), and "EDP" (60.4%), while the medical directors place importance on "quality management" (89.2%) and "radiation protection" (86.5%). The job market for assistants the interventional cardiology is still good: 14.3% of the laboratories plan to take on new employees, 61.9% want to keep their number of assistants. The share of part-time work is low (16.8%). The momentary qualification and training of assistant staff in interventional cardiology does not match the demand. General programs for trainees with universally applicable teaching objectives and examination regulations are necessary.     

凉山彝族自治州医务人员对艾滋病的认知与防护行为

摘要：目的了解凉山州医务人员对艾滋病知识的认知及职业防护行为的现状,分析影响因素,为艾滋病相关知识培训及艾滋病防控工作提供指导依据。方法自制问卷,采用分层抽样方法,对凉山州78家医疗机构当日在岗的医务人员进行现场问卷调查,使用SAS9．1软件进行统计描述。结果共回收有效问卷2525份,艾滋病知识总得分为（32．11±6．47）分,高水平者占7．76％,中水平者占55．64％,低水平者占36．59％;艾滋病职业防护行为总得分为（34．96±12．23）分,高水平者占15．13％,中水平者占35．76％,低水平者占49．11％。年龄、工作年限、学历、既往是否接受艾滋病培训、接诊或护理过艾滋病病毒（HIV）感染者／病人等,是影响医务人员艾滋病知识认知的因素（P〈0．0001）;学历、专业、既往接受过艾滋病相关知识培训及接诊或护理过HIV感染者／病人,是影响医务人员职业防护行为的主要原因（P〈0．0001）;年龄、职称、工作年限对其职业防护水平差异无统计学意义。结论凉山州医务人员艾滋病相关知识和防护行为总体水平不高,与多种因素有关。各级医疗机构应加强艾滋病相关知识和职业防护培训,采取多样化培训方式,并为医务人员提供必要的防护用品。     

The influence of low job control on ambulatory blood pressure and perceived stress over the working day in men and women from the Whitehall II cohort

OBJECTIVE: Work stress contributes to risk of coronary heart disease and hypertension. This study tested the influence of job control on ambulatory blood pressure, and ratings of perceived stress and happiness in men and women systematically sampled by socio-economic status from the Whitehall II epidemiological cohort. PARTICIPANTS: A total of 227 men and women aged 47-59 years sampled from higher, intermediate and lower employment grades. OUTCOME MEASURES: Ambulatory blood pressure and ratings of stress, perceived control and happiness. METHODS: Participants completed standard measures of job demands and job control, and undertook ambulatory monitoring with measures of blood pressure and subjective state every 20 min from early in the working day until going to bed. RESULTS: Systolic and diastolic blood pressure were greater in participants reporting low rather than high job control (means 125.7/81.5 versus 122.4/78.6 mmHg, P < 0.05), independently of gender, employment grade, body mass index, age, smoking status, and physical activity. Differences persisted into the evening after work. Job demands and job strain (high demand/low control) were not associated with blood pressure. Participants reporting low job control experienced stress more frequently over the working day than did those with high job control. Higher socio-economic status participants and women were more stressed by low job control than were men and people of lower socio-economic status. CONCLUSIONS: Job control plays an important role in modulating cardiovascular and affective responses over the working day, and these responses may contribute to increased cardiovascular disease risk.     

Training in genitourinary medicine from the specialist registrar's point of view: opportunities and facilities available across the UK and plans for future working

In recent years training for specialist registrars (SpRs) in GU medicine has undergone a number of changes. In addition, the speciality in general is undergoing modernization and change and issues of workforce planning and consultant job availability have been of particular importance to SpRs. In March 2003 a postal survey of SpRs in the UK was undertaken to evaluate training, future career plans and working patterns. A 59% (69/117) response rate was achieved and overall most SpRs expressed satisfaction with their training. However, a number of concerns were raised with aspects of training, which are discussed in this paper. Nearly half of SpRs will consider working part time in the future and almost two-thirds are interested in job sharing. This is the first survey of its kind in GU medicine and the results are informative to all involved with SpR training programmes and workforce planning in the speciality.     

Tuberculosis risk among staff of a large public hospital in Kenya

SETTING: In sub-Saharan Africa, high rates of tuberculosis (TB) and human immunodeficiency virus (HIV) infection pose a serious threat for occupationally acquired TB among health care workers. OBJECTIVE: To identify factors associated with TB disease among staff of an 1800-bed hospital in Kenya. DESIGN: We calculated TB incidence among staff and conducted a case-control study where cases (n = 65) were staff diagnosed with TB and controls (n = 316) were randomly selected staff without recent TB. RESULTS: The annual incidence of TB from 2001 to 2005 ranged from 645 to 1115 per 100000 population. Factors associated with TB disease were additional daily hours spent in rooms with patients (adjusted odds ratio [aOR] 1.3, 95%CI 1.2-1.5), working in areas where TB patients received care (aOR 2.1, 95%CI 1.1-4.2), HIV infection (aOR 29.1, 95%CI 5.1-167) and living in a slum (aOR 4.7, 95%CI 1.8-12.5) or hospital-provided low-income housing (aOR 2.6, 95%CI 1.2-5.6). CONCLUSION: Hospital exposures were associated with TB disease among staff at this hospital regardless of their job designation, even after controlling for living conditions, suggesting transmission from patients. Health care facilities should improve infection control practices, provide quality occupational health services and encourage staff testing for HIV infection to address the TB burden in hospital staff.     

Predictors of organizational commitment among staff in assisted living

PURPOSE: This study examines the role of organizational culture, job satisfaction, and sociodemographic characteristics as predictors of organizational commitment among staff in assisted living. It is particularly important to examine organizational commitment, because of its close links to staff turnover. DESIGN AND METHODS: Data were collected from 317 staff members in 61 facilities, using self-administered questionnaires. The facilities were selected from licensed assisted living programs and were stratified into small, traditional, and new-model homes. Staff questionnaires were distributed by a researcher during 1-day visits to each facility. Organizational commitment was measured by the extent of staff identification, involvement, and loyalty to the organization. RESULTS: Organizational culture, job satisfaction, and education were strong predictors of commitment, together explaining 58% of the total variance in the dependent variable. Higher levels of organizational commitment were associated with more favorable staff perceptions of organizational culture and greater job satisfaction. In addition, more educated staff members tended to report higher levels of organizational commitment. Other than education, sociodemographic characteristics failed to account for a significant amount of variance in organizational commitment. IMPLICATIONS: Because job satisfaction and organizational culture were strong predictors of commitment, interventions aimed at increasing job satisfaction and creating an organizational culture that values and respects staff members could be most effective in producing higher levels of organizational commitment.     

Quality of care in the nursing home: effects of staff assignment and work shift

PURPOSE: The purpose of this study was to compare a variety of resident and staff outcomes across two types of staffing patterns, permanent and rotating assignment, and work shift. Although studies have examined these staffing patterns as part of multicomponent intervention packages, few studies have examined the isolated effects of staffing pattern by using an experimental design. DESIGN AND METHODS: A between-groups comparison design was used to compare residents and certified nursing assistants (CNAs) from four nursing homes; two self-identified as using permanent assignment (PA) staffing and two as using rotating assignment (RA) staffing. Measures yielded data on verbal interaction among residents and staff, resident disruptive behavior, and specific aspects of resident-staff behavior during care routines. Other assessments included resident personal appearance and hygiene, expressed affect, and CNAs' job satisfaction, burnout, absenteeism, and turnover rates. A treatment fidelity check was conducted to confirm PA and RA staffing patterns. RESULTS: Staffing patterns were significantly different between self-identified PA and RA nursing homes. Residents in PA nursing homes and on morning shifts received significantly higher ratings of personal appearance and hygiene. Rates of expressed sadness and interest among residents differed by staffing patterns and shift. However, these differences do not appear to be clinically significant. Although absenteeism was higher in PA nursing homes, these CNAs reported greater job satisfaction than CNAs from RA nursing homes. As expected, evening shifts across nursing homes had significantly higher turnover rates and significantly more resident disruptive behavior. IMPLICATIONS: Quality-of-care outcomes were similar among the two types of nursing homes, despite significantly different staffing patterns. Though staff permanency rates in PA nursing homes (50%) were twice that of RA nursing homes (26%), more research is needed to determine feasibility of higher rates of staff permanency (i.e., > 50%) and effects on resident and CNA outcomes.     

高校教职工职业紧张与血脂的关系

目的 探讨云南省高校教职工职业紧张(付出-回报失衡模式)与血脂的关系.方法 运用中文版的付出.回报失衡问卷对云南省某高校1244名在职教职工进行职业紧张测评,并同时对血清脂类进行了检测.结果 调整了相关因素后,在男性中,高外在付出组出现血清甘油三酯增高的危险性比低外在付出组增加了3.5倍(OR=3.45,95%CI:1.32～9.04),高内在投入组出现血清低密度脂蛋白胆固醇增高的可能性比低内在投入组增加了2.9倍(OR=2.86,95%CI:1.03～7.96).随着职业紧张(付出-回报比)的增大,出现高血清甘油三酯的危险性也逐渐增加,与处于低职业紧张状态的教职工相比,中等职业紧张状态的教职工发生高血清甘油三酯的危险性增高了3.5倍(OR=3.43,95%CI:1.24～9.53),而高职业紧张状态的教职工发生高血清甘油三酯的危险性则增高到4倍(OR=4.16,95%CI:1.42～12.17).在女性中,这种相关性不明显.结论 职业紧张(付出-回报失衡模式)与血脂异常相关.     

高校教职工职业紧张与血脂的关系

目的 探讨云南省高校教职工职业紧张(付出-回报失衡模式)与血脂的关系.方法 运用中文版的付出.回报失衡问卷对云南省某高校1244名在职教职工进行职业紧张测评,并同时对血清脂类进行了检测.结果 调整了相关因素后,在男性中,高外在付出组出现血清甘油三酯增高的危险性比低外在付出组增加了3.5倍(OR=3.45,95%CI:1.32～9.04),高内在投入组出现血清低密度脂蛋白胆固醇增高的可能性比低内在投入组增加了2.9倍(OR=2.86,95%CI:1.03～7.96).随着职业紧张(付出-回报比)的增大,出现高血清甘油三酯的危险性也逐渐增加,与处于低职业紧张状态的教职工相比,中等职业紧张状态的教职工发生高血清甘油三酯的危险性增高了3.5倍(OR=3.43,95%CI:1.24～9.53),而高职业紧张状态的教职工发生高血清甘油三酯的危险性则增高到4倍(OR=4.16,95%CI:1.42～12.17).在女性中,这种相关性不明显.结论 职业紧张(付出-回报失衡模式)与血脂异常相关.     

高校教职工职业紧张与血脂的关系

目的 探讨云南省高校教职工职业紧张(付出-回报失衡模式)与血脂的关系.方法 运用中文版的付出.回报失衡问卷对云南省某高校1244名在职教职工进行职业紧张测评,并同时对血清脂类进行了检测.结果 调整了相关因素后,在男性中,高外在付出组出现血清甘油三酯增高的危险性比低外在付出组增加了3.5倍(OR=3.45,95%CI:1.32～9.04),高内在投入组出现血清低密度脂蛋白胆固醇增高的可能性比低内在投入组增加了2.9倍(OR=2.86,95%CI:1.03～7.96).随着职业紧张(付出-回报比)的增大,出现高血清甘油三酯的危险性也逐渐增加,与处于低职业紧张状态的教职工相比,中等职业紧张状态的教职工发生高血清甘油三酯的危险性增高了3.5倍(OR=3.43,95%CI:1.24～9.53),而高职业紧张状态的教职工发生高血清甘油三酯的危险性则增高到4倍(OR=4.16,95%CI:1.42～12.17).在女性中,这种相关性不明显.结论 职业紧张(付出-回报失衡模式)与血脂异常相关.     

高校教职工职业紧张与血脂的关系

目的 探讨云南省高校教职工职业紧张(付出-回报失衡模式)与血脂的关系.方法 运用中文版的付出.回报失衡问卷对云南省某高校1244名在职教职工进行职业紧张测评,并同时对血清脂类进行了检测.结果 调整了相关因素后,在男性中,高外在付出组出现血清甘油三酯增高的危险性比低外在付出组增加了3.5倍(OR=3.45,95%CI:1.32～9.04),高内在投入组出现血清低密度脂蛋白胆固醇增高的可能性比低内在投入组增加了2.9倍(OR=2.86,95%CI:1.03～7.96).随着职业紧张(付出-回报比)的增大,出现高血清甘油三酯的危险性也逐渐增加,与处于低职业紧张状态的教职工相比,中等职业紧张状态的教职工发生高血清甘油三酯的危险性增高了3.5倍(OR=3.43,95%CI:1.24～9.53),而高职业紧张状态的教职工发生高血清甘油三酯的危险性则增高到4倍(OR=4.16,95%CI:1.42～12.17).在女性中,这种相关性不明显.结论 职业紧张(付出-回报失衡模式)与血脂异常相关.     

高校教职工职业紧张与血脂的关系

目的 探讨云南省高校教职工职业紧张(付出-回报失衡模式)与血脂的关系.方法 运用中文版的付出.回报失衡问卷对云南省某高校1244名在职教职工进行职业紧张测评,并同时对血清脂类进行了检测.结果 调整了相关因素后,在男性中,高外在付出组出现血清甘油三酯增高的危险性比低外在付出组增加了3.5倍(OR=3.45,95%CI:1.32～9.04),高内在投入组出现血清低密度脂蛋白胆固醇增高的可能性比低内在投入组增加了2.9倍(OR=2.86,95%CI:1.03～7.96).随着职业紧张(付出-回报比)的增大,出现高血清甘油三酯的危险性也逐渐增加,与处于低职业紧张状态的教职工相比,中等职业紧张状态的教职工发生高血清甘油三酯的危险性增高了3.5倍(OR=3.43,95%CI:1.24～9.53),而高职业紧张状态的教职工发生高血清甘油三酯的危险性则增高到4倍(OR=4.16,95%CI:1.42～12.17).在女性中,这种相关性不明显.结论 职业紧张(付出-回报失衡模式)与血脂异常相关.