部队特勤人员颈椎病的预防与护理

<正>颈椎病又称颈椎综合征,是由于人体颈椎间盘逐渐发生退行性改变、颈椎骨质增生或颈椎正常生理曲线改变后刺激或压迫颈神经根、颈部脊髓、椎动脉、颈部交感神经而引起的一组综合症状。颈椎病可发于任何年龄,以     

护理人员对分级护理的认知调查

分级护理制度明确规定了各等级护理的病情依据和临床护理要求[1] ,是医院护理管理的一项重要内容 ,在临床护理过程中病人的分级护理质量是等级医院评审的一项指标。为了了解分级护理制度的执行情况 ,对临床护士有关分级护理认知情况进行调查 ,分析存在的问题 ,提出改进措施。1　对象与方法1.1　调查对象　浙江省衢州市 6所二级综合性医院 ,其中二甲医院 1所 ,二乙医院 5所。调查病区护士 2 74人 ,其中中专及其以下学历 15 7人 ,占 5 7.3 0 % ,大专学历 117人 ,占 42 .70 % ;初级职称 192人 ,占 70 .0 7% ,中级职称 82人 ,占 2 9.93 %。1.2　…     

A curriculum to ensure nursing staff competency

Nurses and healthcare assistants (HCAs) involved in tissue viability are expected to be competent, but there is little agreement over how to define competence or the expertise required by people filling different roles. Most training in England is provided in house by tissue viability nurses or interested non-specialists; England is lagging behind Scotland and Wales in terms of learning materials and other resources. Staff members at a strategic health authority were surveyed so a consensus could be reached over a basic curriculum for tissue viability and the competence expected of nurses and HCAs at different levels of seniority. Respondents agreed that five topics should be covered by both nurses and HCAs: wound healing; leg ulceration; pressure ulceration; diabetic foot; and skin care. Levels of expertise and competence would depend on seniority. The curriculum provides a checklist that local tissue viability nurses can use as a basis for training colleagues. Trusts and educational providers should set a curriculum for tissue viability and standards of competence.     

护理人员的焦虑情绪及相关因素研究

目的探讨县级综合医院护士的心理健康状况,分析护士产生焦虑的原因以及应对措施.方法以3家县级医院的210名临床一线护士为研究对象,采用焦虑自评量表对她们进行集体施测.结果护士的平均焦虑的自评得分为40.57±8.10,高于国内常模33.80±5.90,p＜0.01.结论护士的焦虑得分显著高于国内正常人群常模;护士的焦虑与年龄、社会支持相关,不同科室的护士焦虑得分没有显著性差异.     

护理人员的工作压力源与应对措施

随着社会经济的高速发展和我国卫生保健体制改革的深入、人们生活水平的不断提高,人们对健康的概念有了全新的认识,对护理质量的要求也愈来愈高,从而护理人员的工作压力也愈来愈大.护理人员工作压力的大小与其身体的健康、工作的满意度及提供的护理质量息息相关[1].据国外学者报道,近年来出现的慢性疲劳综合征,可能与劳累和长时间心理紧张,致机体免疫功能下降等因素有关.该病发病率为75/10万～267/10万,而护士中发病率约为1 088/10万[2].我国学者也纷纷报道,国内护士心理健康状态不佳发生率较高.所以,减轻工作压力对护士自身的影响,积极地应对工作压力,提高工作效率,使病人得到高质量的护理.……     

Burnout and its correlates among nursing staff: questionnaire survey

AIM: This paper is a report of a study to determine the burnout level and its correlates in nurses. BACKGROUND: Healthcare providers and especially nurses are generally considered a high risk group regarding work stress and burnout and this syndrome has been a major concern in the field of occupational health. METHOD: The study was carried out at a university hospital in Turkey during May-June 2005. A total of 418 nurses from the 474 working at the hospital at the time (88.2%) answered a self-administered questionnaire including the Maslach Burnout Inventory. FINDINGS: All the nurses were female, with a mean age of 30.6 (5.4) and a median age of 29 years. The mean score was 17.99(6.35) for the Emotional Exhaustion subscale, 5.72 (3.87) for the Depersonalization subscale and 19.83 (4.66) for the Personal Accomplishment subscale. Emotional Exhaustion decreased with increasing age (P < 0.05). Total time in the job, weekly working hours, shift-working and the unit where employed influenced burnout scores (P < 0.05). Not being happy with relations with superiors, not finding the job suitable, feeling anxious about the future, perceived poor health, problems with personal life and financial difficulties were also factors influencing burnout scale scores (P < 0.05). CONCLUSION: It is necessary to consider nurses having the characteristics shown as the correlates of burnout in this study as a target group, to screen periodically the burnout status and improve their working conditions, especially relationships with colleagues.     

本院护理人员论文发表情况的调查分析

目的了解中医院护理人员护理论文发表的现状,分析存在的问题并寻求对策。方法对本院2008~2012年护理人员发表护理论文的期刊级别及作者学历、职称、工龄、年龄等情况进行回顾性分析。结果本院2008~2012年发表护理论文在数量呈上升趋势,护理论文内容以中医护理技术所占比例最大(29.12%),药械监控方面的护理论文较少。发表在不同期刊级别的作者年龄、职称、工龄及学历比较,差异具有统计学意义(均P0.05)。结论护理人员撰写论文的意识、能力需要培训和提高。实施激励政策,调动护理人员科研积极性,对提高护理人员科研意识和水平具有积极的意义。     

护理服务市场现状及对策

进入21世纪,中国医院面临着市场经济、知识经济全球化的挑战,医院不再只是福利和保障机构,而且成为新世纪的社会先导产业,这一时代特征预示着中国医院管理进入了以病人满意度、忠诚度和医院知名度、美誉度为核心的营销阶段。在当前卫生改革与发展不断推进的氛围中,一方面,医疗卫生服务体系的调整、人事制度改革、加强成本控制、加强经营管理和质量管理等一系列的举措,对发展护理工作、加强护理管理提出了新的要求;另一方面对护理工作质量和护士的专业技术水平也有更高的要求。作为服务组织的医疗机构,竞争已是不可回避的现实,特别是我国加入…     

护理服务市场现状及对策

进入21世纪，中国医院面临着市场经济、知识经济全球化的挑战，医院不再只是福利和保障机构，而且成为新世纪的社会先导产业，这一时代特征预示着中国医院管理进入了以病人满意度、忠诚度和医院知名度、美誉度为核心的营销阶段。在当前卫生改革与发展不断推进的氛围中，一方面，医疗卫生服务体系的调接、人事制度改革、加强成本控制、加强经营管理和质量管理等一系列的举措，对发展护理工作、加强护理管理提出了新的要求；另一方面对护理工作质量和护士的专业技术水平也有更高的要求。作为服务组织的医疗机构，竞争已是不可回避的现实，特别是我国加入WTO，经济全球化，科技信息大发展，医疗机构的生死存亡面临着各种考验，怎样才能在竞争中求得生存和发展，全面提高服务质量和服务水平，实现质量持续改进和保障医疗安全显得十分重要。     

护理人员睡眠障碍状况与应对措施

[目的]调查护士睡眠障碍状况,对其原因进行初步分析,并提出应对措施,以提高护士素质及护理质量.[方法]采用整群抽样对本院1 018名各岗位护士进行问卷调查.[结果]护理人员睡眠障碍发生率17.1%,各岗位之间存在统计学意义(P＜0.01),其中发生率较高的是高干病区、急诊科.[结论]护理人员睡眠质量不容乐观,需要科学合理的排班,加强护士自我保健,改革工作制度和工作环境等措施进行自我护理.     

护理人员组织绩效水平及其影响因素研究

[目的]探讨护理人员绩效水平,分析影响组织绩效的因素.[方法]采用医院组织绩效感知量表对哈尔滨市某三级甲等医院的158名护理人员进行问卷调查.[结果]护理人员组织绩效得分由高到低的顺序为关注病人、关注业务质量、经济效益、个人学习与成长;内科系统护理人员组织绩效优于外科系统;是否乐意在科室工作和年龄影响团队气氛.[结论]应重视影响护理人员组织绩效的因素,进一步提出改进措施,从而达到提高组织绩效的目的.     

Burnout intervention studies for inpatient elderly care nursing staff: Systematic literature review

Background

Staff providing inpatient elderly and geriatric long-term care are exposed to a large number of factors that can lead to the development of burnout syndrome. Burnout is associated with an increased risk of absence from work, low work satisfaction, and an increased intention to leave. Due to the fact that the number of geriatric nursing staff is already insufficient, research on interventions aimed at reducing work-related stress in inpatient elderly care is needed.

Objective

The aim of this systematic review was to identify and analyse burnout intervention studies among nursing staff in the inpatient elderly and geriatric long-term care sector.

Methods

A systematic search of burnout intervention studies was conducted in the databases Embase, Medline and PsycNet published from 2000 to January 2012.

Results

We identified 16 intervention studies. Interventions were grouped into work-directed (n = 2), person-directed (n = 9) and combined approaches (work- and person-directed, n = 5). Seven out of 16 studies observed a reduction in staff burnout. Among them are two studies with a work-directed, two with a person-directed and three with a combined approach. Person-directed interventions reduced burnout in the short term (up to 1 month), while work-directed interventions and those with a combined approach were able to reduce burnout over a longer term (from 1 month to more than 1 year). In addition to staff burnout, three studies observed positive effects relating to the client outcomes. Only three out of ten Randomised Control Trials (RCT) found that interventions had a positive effect on staff burnout.

Conclusion

Work-directed and combined interventions are able to achieve beneficial longer-term effects on staff burnout. Person-directed interventions achieve short-term results in reducing staff burnout. However, the evidence is limited.