军队高干病房文职护士应具备的素质

军队建立文职人员制度，聘用非现役文职护士（下称文职护士），是中央军委从我军建设实际出发，推进我军现代化建设的重要战略举措，是适应市场经济条件下人才社会化的客观要求。从2006年至2008年，我院已顺利完成三批非现役文职护士的招聘工作，文职护士已被分配到各个临床科室，     

军队疗养院非现役文职护士的管理对策

2005年6月国务院和中央军委颁布了《中国人民解放军文职人员条例》,2006年开始正式实施文职人员制度。经过3年的实践,非现役文职护士已逐渐成为军队疗养院护理队伍的重要力量,如何加强非现役文职护士管理,建设一支高素质的文职护士队伍,使其适应新时期军队疗养院发展的需要,是护理管理者面临的一个重大课题。现将我院非现役文职护士管理对策介绍如下。     

Predictors of length of stay in a psychiatric ward serving active duty military and civilian patients

Admission data from 6366 patients on the psychiatry service at Naval Medical Center San Diego were used to form a linear regression model to examine variables that might influence length of stay. Information was available on active duty status, primary diagnosis, age, gender, and marital status. Active duty service, older age, single marital status, and a primary diagnosis of a psychotic or mood disorder were all significantly associated with longer hospital stays. Primary diagnosis of an adjustment or personality disorder was associated with a shorter stay. Taking into account these variables, lengths of stay for active duty personnel averaged 4.00 +/- 0.39 days longer than for equivalent civilian admissions. Although military personnel are generally thought of as a healthy population, psychiatric hospital stays were found to be longer in service members than in their civilian counterparts. Financial repercussions and possible reasons for this are discussed.     

非现役文职护士培训需求及效果调查

随着军队用人体制的改革，军队医院的护理队伍发展呈现多元化格局。非现役文职护士成为继军人护士、聘用护士之后的新生力量，并成为新编制中的主体。加强文职人员队伍建设，探索科学培训方案，使其适应新时期军队医院发展的需要，从而在平战时发挥中坚力量的作用，是当前军队医院护理管理的工作重点之一。     

部队医院聘用护士执业管理面临的难题及对策

随着军队的精简整编,护理队伍中缩减了大量有技术、有经验的军人护士,使得各级医院护理人员严重短缺。为了医院工作的顺利开展,很多医院都面向地方招聘了大量的聘用制护理人员。随着人们卫生保健需求的日益增长,对护士的注册、学历层次、数量及护理工作的范围、质量提出了更新、更高的要求,这些因素的存在,都给军队医院护士执业管理造成了很大的困难。     

运用护理教学查房培训高学历护理人员的做法

随着我国护理教育层次的不断提升，逐渐重视高学历护理人员的岗位培养，促进临床护理教研工作。我院2006年6月～2007年4月，组织针对本科学历护理人员教学查房6次，以教学查房的形式加强对高学历护理人员综合素质的培训，取得了较好的效果。     

非现役文职护士工作风险认知对工作投入及离职倾向的影响

由于受军队编制体制改革的影响,军队护理人员编制不断减少,大量非现役文职护士进入军队医院,有效地缓解了军队护理人员不足的问题.然而非现役文职护士和现役文职护士虽处在相同的护理岗位,但是待遇相差很大,每年都有部分非现役文职护士离职,还有部分正从事护理工作的想要改变工作[1].非现役文职护士的高流失率加重了护理队伍的缺编问题,目前,维护护理队伍稳定、发展护理专业成为了迫切需要解决的问题.     

军队医院护士工作压力源分析及管理对策

 目的 了解护士工作压力的主要来源,分析其相关影响因素,为管理层调整措施,减轻护士压力提供依据.方法 收集本院210名执业护士的人口学资料,采用护士压力源量表对其进行问卷调查,并与同区域地方医院进行比较.结果 护士工作压力源主要来自工作量及时间分配(2.46±0.75)、护理专业及工作方面的问题(2.38±0.62);不同科室、不同护龄、不同婚姻状况的护士压力源各有不同,不同学历护士工作压力源无差异;军队医院护士管理及人际关系方面压力高于同地区某综合医院(P＜0.05),其他方面低于后者(P＜0.01),各方面压力明显高于同地区某肿瘤医院(P＜0.01).结论 护士工作量及时间分配问题压力最大,管理者要关注护士管理及人际关系方面问题,针对压力较大人群做好应对调整.     

Hearing loss and radiotelephony intelligibility in civilian airline pilots

Airline pilots with a mild to moderate hearing loss are regularly examined in the Netherlands National Aerospace Medical Centre. If this hearing loss exceeds the national hearing standards not only a tone-audiometric test but also routine speech-audiometry is performed. The maximal discrimination of phonetically balanced monosyllable words (20 word lists) in 16 airline pilots (32 ears) with such a hearing loss varies between 65%-100%. However, none of these pilots complains of a bad speech-intelligibility in the cockpit. This may indicate that there is a poor relation between the routine speech discrimination and the speech intelligibility in the working situation. We developed a "speech-audiometric" test (RT-test) which is completely based on the aviation jargon used in radiotelephony (RT) communications. In our group of 16 pilots the maximal discrimination in the RT-test was excellent. Even for ears with a maximal discrimination of 65%-70% in the routine speech-audiometric test the maximal RT-discrimination was 99%-100%. These pilots were all very experienced (average: 14,360 flying hours). Undoubtedly, this experience is of great importance in radiotelephony-intelligibility.