职场无间道：先归队，后胜出

超强的工作压力，复杂的人际关系，挣扎在职场“无间地狱”的白领们，如何选择生存之道？[编者按]     

沟通，职场晋升的成功之道

有这样一个笑话说，员工看老板就像看天上的鸟，忽左忽右，不知道他究竟要到哪里去；老板看员工，就像地上的猪，为什么说他们也不明白?难道员工与老板之间的沟通就这么难吗？要是你能在芸芸众生中突出重围，你的前景将会是怎样的呢？     

切莫成为职场周郎

人在江湖,身不由己。看看下面这两个小CASE,哪一个不是在反射着“万般皆是命,半点不由人”的叹息?故事中的人物似乎个个都成了东风不与其便的三国赤壁周郎!然而,OG、OL们,境遇真的会有这么糟糕吗?职场留给人的忧烦、焦虑,失意、挫折真的无处不在?     

＂新妈妈＂职场变奏曲

曾经的你,也许是位雷厉风行的职场达人,但宝贝的出生,却在悄悄改变着这一切。出门前的难舍难分,分别时的牵肠挂肚,相见时的亲密相黏……不知不觉宝宝已经成为你生活的中心。可是当你重返职场时,你该如何调整被宝贝“控制”了的脚步？     

职场“圈地”突围战

危机四伏的职场“圈地运动”中，你是被任意摆放的棋子，还是掌握主动权的棋手？     

职场超车友谊别撞车

好友之间无话不谈，彼此的工作烦恼，同事和上司的小话甚至闺房话题都是你们聊天的内容。可有一天，曾经跟你平起平坐，坦诚相见的好友突然成了你的上司，心理上的不平衡使你尴尬，对她了解至深又使你恐慌，越来越觉得关系难处，怎么办？[编者按]     

遭遇意外失业

从踏入职场的那一刻起．你也许从没有想过会失业．更不会想到自己投入全部心血的工作．竟然会在瞬间就陌生地背叛了自己。工作往往是职业女性内心自信的基石．当忽然间基石倒塌时．职场中的你怎样调整情绪．迅速找回自己呢？     

职场“娇”通有规则

撒娇是女人的天赋，但也不是“娇”通无极限。职场交际，刖以为只要凭自己漂亮的脸蛋，就可以天下无敌。否则，即使你行得端走得正，也难免在职场交际中给人留下谄媚的印象。     

职场新人如何巧对“卖老”同事

尊重方为上策 会倚老卖老的同事，在组织里通常是年资够久、经验丰富，却升不上去的人。不过．这样的人除非是过度吹嘘自己．通常手中都握有筹码，才敢如此倚老卖老。例如，他们在实务上都具备一定的经验与能力，而且往往有独到的见解，但是可能因为缺乏领导的特质，而未获得升迁。     

把握职场隐私开放度

人与人之间的关系常常是很微妙的,亲与疏,协调与不协调,很多时候与“隐私”的开放有着密切的联系。特别是在职场中,当入际关。以业务的需要联系在一起时,隐私开放度究竟翰涧把握才能游刃有余呢？     

可能毁掉你一生的职场谎言

你为什么被解雇?因为你不是一名优秀的员工;你为什么不是一名优秀员工?因为你没有自觉主动地按照老板的要求去做。这是一些假如你相信,就会毁掉你一生的谎言。而它们流传非常广泛,以至几乎成为真理。但假如你自觉主动地按照老板的要求去做,老板就一定不解雇你吗?未必!而那些因为与老板意见相左或者与顶头上司无法相处的员工都活该一辈子失业吗?当然不是。     

Examining Psychological Self-Sufficiency among African American Low-Income Jobseekers in a Health Profession Career Pathways Program

ABSTRACT

The aim of this study was to explore the experiences and perceptions of low-income African American jobseekers participating in the Health Profession Opportunity Grants (HPOG) program by employing a mixed method (Qual-Quant) approach. For qualitative data, two in-depth focus groups were conducted with a total of 12 participants who either completed one program or graduated from the HPOG program. With quantitative data, amediation path analysis was conducted using Model 4 of the PROCESS macro (3.1) with a total of 386 participants. The qualitative content analysis of the focus groups generated an overarching theme of the relationship influence on generating hope that included four phenomenological categories: (a) staff and instructors’ approach to engagement and support with on-going accessibility and close follow-up; (b) experience-based career motivation; (c) hope as the core driver to overcoming perceived barriers; and (d) supportive relationships as key to instilling hope. In addition, the quantitative analysis confirmed a full mediation model with the path from perceived employment barriers to economic self-sufficiency being mediated by employment hope. The model suggested that the psychological self-sufficiency (PSS) process is key to increasing the economic self-sufficiency (ESS) outcome. Findings supported the importance ofa relationship-based, culturally competent practice to strengthen the PSS process in health profession workforce development among low-income African American jobseekers.     

安徽省城市社区糖尿病人健康教育与健康促进项目基线调查

目的了解安徽省城市社区糖尿病人相关知识、自我管理情况,为开展糖尿病人健康教育提供依据。方法采用整群抽样的方法对3个社区接受慢病管理的365名糖尿病人进行体格检查和问卷调查。结果调查对象除BMI(23.65±3.82 kg/m2)外,血压(134.62±15.03/82.65±9.09 mmHg)、WHR(男:0.92±0.53,女:0.86±0.10)、HbAlc(7.68±1.36)、空腹血糖(7.92±3.78 mol/L)、餐后血糖(11.61±3.88 mol/L)等指标均高于正常水平。调查对象的糖尿病基本知识知晓率为63.6%,胰岛素知识知晓率为19.0%。药物依从性较好者占80.7%,血糖监测行为较好者占6.0%。具有良好行为的调查对象中,糖尿病相关知识答对率较高者所占比例均高于答对率较低者。自我管理的态度、自我效能、社会支持按满分各45分调查,调查对象态度平均得分27.75±6.38分、自我效能35.30±4.70分、社会支持30.91±7.45分,具有不同行为的调查对象信念的差异有统计学意义(P<0.001)。结论调查对象血糖控制不良,相关指标高于正常控制值,糖尿病相关知识特别是胰岛素知识知晓率低,血糖监测行为较差。应加强社区糖尿病人的健康教育,提高他们自我管理水平。     

The African Health Profession Regulatory Collaborative

ABSTRACT: BACKGROUND: More than thirty-five sub-Saharan African countries have severe health workforce shortages. Many also struggle with a mismatch between the knowledge and competencies of health professionals and the needs of the populations they serve. Addressing these workforce challenges requires collaboration among health and education stakeholders and reform of health worker regulations. Health professional regulatory bodies, such as nursing and midwifery councils, have the mandate to reform regulations yet often do not have the resources or expertise to do so. In 2011, the United States of America Centers for Disease Control and Prevention began a four-year initiative to increase the collaboration among national stakeholders and help strengthen the capacity of health professional regulatory bodies to reform national regulatory frameworks. The initiative is called the African Health Regulatory Collaborative for Nurses and Midwives. This article describes the African Health Regulatory Collaborative for Nurses and Midwives and discusses its importance in implementing and sustaining national, regional, and global workforce initiatives. DISCUSSION: The African Health Profession Regulatory Collaborative for Nurses and Midwives convenes leaders responsible for regulation from 14 countries in East, Central and Southern Africa. It provides a high profile, south-to-south collaboration to assist countries in implementing joint approaches to problems affecting the health workforce. Implemented in partnership with Emory University, the Commonwealth Secretariat, and the East, Central and Southern African College of Nursing, this initiative also supports four to five countries per year in implementing locally-designed regulation improvement projects. Over time, the African Health Regulatory Collaborative for Nurses and Midwives will help to increase the regulatory capacity of health professional organizations and ultimately improve regulation and professional standards in this region of Africa. The African Health Regulatory Collaborative for Nurses and Midwives will measure the progress of country projects and conduct an annual evaluation of the initiative's regional impact, thereby contributing to the global evidence base of health workforce interventions. CONCLUSION: The African Health Regulatory Collaborative for Nurses and Midwives is designed to address priority needs in health workforce development and improve regulation of the health workforce. This model may assist others countries and regions facing similar workforce challenges.     

青少年行为监测必要性调查

目的　进行青少年行为监测基线调查 ,研究青少年行为监测的必要性。方法　对教育行政部门、学校和家长进行深入访谈 ,了解他们对于青少年行为监测看法和需求 ;使用自编制的青少年行为监测问卷对青少年进行基线调查。结果　教育行政部门、中小学校领导、教师、学生和家长从各自的角度均认为有必要对青少年的行为进行监测 ;问卷调查发现了青少年的行为特征。结论　有必要进行青少年行为监测。     

200例子宫颈癌患者的HPV感染研究

目的:通过对200例子宫颈癌患者HPV感染及临床相关信息的分析,为宫颈癌的防治研究提供线索和依据。方法:收集200例子宫颈癌患者新鲜病灶组织,用HPV分型基因芯片检测系统对组织标本进行23种HPV亚型的分型检测。结果:HPV检出率94.00%,其中HPV 16阳性率69.68%;HPV 18阳性率16.49%;HPV 16+18为7.45%;HPV 45为1.59%;HPV 18+33、HPV 33、HPV 16+45、HPV 58各1.06%;HPV 73占0.53%。HPV阳性率在20~60岁以上之间划分的五个年龄段无差异(P=0.75);HPV阳性率在按地理位置划分的五个区域之间无差异(P=0.5);HPV阳性率在农民和无业者中明显高于干部(P<0.025)。结论:该组资料的HPV阳性率达94.00%,且均为高危型,而HPV 16是最主要的亚型。子宫颈癌与HPV关系密切,是不同年龄、不同区域、不同职业患者的共同致病因素