Multiple Opportunities for Creating Sanctuary

This article describes the experience of five change agents from a diverse group of settings: two residential treatment programs for children and adolescents, a group home for disturbed adolescents, a residential substance abuse program for urban women, and an acute care psychiatric inpatient unit. What all of these innovators share is a willingness to engage in the challenging and complex process of changing their systems to better address the needs of the traumatized children, adolescents, and adults who populate their various programs. Using the Sanctuary Model as originally applied to a specialty inpatient psychiatric program for adult survivors of childhood abuse as their guide, the leaders of each of these organizations discuss the process of change that they are directing.     

Male subfertility as a chronic illness: the role of adaptive challenges

Male factor infertility (MFI) is extremely common, often with several associated chronic health conditions. Because a man’s fertility assessment may be their first contact with health services, the health care team has a responsibility to act as male health advocates to ensure comprehensive care. The diagnosis of subfertility allows a broader view of these men as patients with a chronic illness who have complex health needs. Because of the associated complexity of care following evaluation, there needs to be new approach in how men affected by MFI should be managed long term. In this commentary, we propose that the Adaptive Leadership Framework model for Chronic Illness is a suitable vehicle to use for management of the MFI patient’s journey towards optimized health.     

道地药材之怀牛膝、川牛膝的本草考证

目的：考证怀牛膝、川牛膝的道地药材。方法：通过查阅怀牛膝、川牛膝的文献记载,考证怀牛膝、川牛膝的源流及分析历代医药学家对其功用、性状的描述。结果：历代本草文献所载的牛膝多指怀牛膝,并且自唐代始,大多以怀地产者为优;明清之后,始明确分怀牛膝、川牛膝,两者皆具有补益肝肾和行瘀达下的功效,但怀牛膝以行瘀达下为主,川牛膝以补益肝肾见长。结论：怀牛膝、川牛膝功用相似,但侧重点不同,临床使用应区别对待。     

Paternalistic Leadership,Organizational Cynicism,and Intention to Quit One’s Job in Nursing

The aim of this study was to determine the relationship between paternalistic leadership, organizational cynicism, and the intention to quit one’s job among nurses. The implementation part of the study was carried out with nurses working in a public hospital in the city of Mersin, Turkey. Data were collected in January 2018 from 215 participants and then analyzed. The analyses indicate that the dimensions of organizational cynicism and paternalistic leadership explained 41.8% of the variance for the intention to quit. In addition, there were negative and significant relationships between paternalistic leadership and dimensions of organizational cynicism. As the participants’ perceptions of cognitive cynicism and behavioral cynicism increased, their intention to quit increased. In addition, as their perceptions of paternalistic leadership increased, their cognitive, affective, and behavioral cynicism decreased. This study will help managers of healthcare institutions better understand how paternalistic leadership is related to organizational cynicism and the intention to quit one’s job.     

Charles W. Dohner,PhD: an evaluator and mentor in medical education

As one of the first generation medical education pioneers, Charles W. Dohner, PhD established the ninth office of medical education at the University of Washington (UW) where he served as chairman from 1967–1996. With a background in education and measurement, he focused his work on evaluation of educational programs and faculty development. The Department of Medical Education went through three distinct stages of development: path finding 1967–1972 focused on developing working relationships with the faculty and clarifying identity, integration into academic affairs 1972–1980, and direct leadership by department faculty 1980–1996. Dohner helped to create and evaluate the WAMI program, a regional medical education program for the states of Washington, Alaska, Montana, and Idaho. He served as a consultant to aspecialty board, the founding president of the Society of Directors of Research in Medical Education, and a frequent consultant in international medical education. Dohner identified three important innovations in medical education: educators in academic medicine, simulations and performance assessment, and community-based medical education. Success factors for professional education include technical competence in education, interpersonal communication and collaboration skills, a plan for personal growth, and use of mentors. Future trends in medical education will involve information technology, professionalism, wellness and complementary medicine, and performance assessment. He has been a passionate spokesman for excellence in medical education and most noted for his roles as an evaluator, program developer, and mentor of academic leaders.This revised version was published online in October 2005 with corrections to the Cover Date.     

Advancing educators and education by defining the components and evidence associated with educational scholarship

OBJECTIVE: This study aimed to establish documentation standards for medical education activities, beyond educational research, for academic promotion consistent with principles of excellence and scholarship. METHODS: In 2006 a Consensus Conference on Educational Scholarship was convened by the Association of American Medical Colleges (AAMC) Group on Education Affairs (GEA) to outline a set of documentation standards for use by educators and academic promotion committees. Conference participants' work was informed by more than 15 years of literature on scholarship, educator portfolios and academic promotion standards. RESULTS: The 110 conference participants, including medical school deans, academic promotion committee members, department chairs, faculty and AAMC leaders, re-affirmed the 5 education activity categories (teaching, curriculum, advising and/or mentoring, education leadership and/or administration, and learner assessment), the contents of each category, and cross-category documentation standards. Educational excellence requires documentation of the quantity and quality of education activities. Documenting a scholarly approach requires demonstrating evidence of drawing from and building on the work of others, and documenting scholarship requires contributing work through public display, peer review and dissemination; both involve engagement with the community of educators. Implementation of these standards - quantity, quality and engagement with the education community - should occur in parallel with the development of an infrastructure to support educators, including sustained faculty development for educators, access to educational resources and journals, peer review mechanisms and consultation and support specific to each activity category. CONCLUSIONS: Educators' contributions to their institutions must be visible to be valued. The establishment of documentation standards for education activities provides the foundation for academic recognition of educators.     

Empowerment Through Mentorship and Leadership

Leadership is vital to future growth and change in the dental hygiene profession.Background and PurposeAs health care reform emerges, state practice acts expand and new models of dental hygiene practice are created and implemented, dental hygienists will assume leadership positions that may be quite different from the more traditional leadership roles they assume today. These dental hygienist leaders will envision, creatively design and implement oral health care programs to improve the oral health of the public. Mentoring, a vital component of leadership development, is critical for dental hygienists to acquire knowledge, guidance, and growth.MethodsThis paper provides a literature-supported overview of leadership and mentoring principles applicable to dental hygienists in their personal and professional lives. Opportunities for dental hygienists to assume leadership roles are also described.ConclusionsDental hygienists are poised to become leaders and vital members of the professional team promoting and integrating oral health care as a part of general health. Consequently, the dental hygienist's leadership roles are likely to expand and can be strengthened through mentoring relationships and mentoring teams. Ultimately, this can increase professional growth and career satisfaction for the dental hygienist as well as improve oral health care for the public.     

'The responsibility of someone else': a focus group study of collaboration between a university and a hospital regarding the integration of caring science in practice

Scand J Caring Sci; 2012; 26; 579–586 ‘The responsibility of someone else’: a focus group study of collaboration between a university and a hospital regarding the integration of caring science in practice Aim: The aim of the study was to develop insights into how nurses, senior preceptors and head nurses experience the integration of caring science in practice and how they value the contributions of nursing students to the integration of caring science in practice. Background: Research still reveals differences between theory and practice by nursing students. In Sweden, clinical education units have become one way of creating consistency between university and health care practices on values of caring. Method: The study is hermeneutic in design comprising data from three focus group interviews. The participants include registered nurses, senior preceptors and head nurses. Result: The study shows that roles and mandates are not clearly defined between the different actors. The university and hospital collaboration in caring science integration was regarded as ‘someone else’s responsibility’. Research and development seemed excluded from the everyday life of the hospital units. The students seemed to fall somewhere between the hospital ‘practice and concrete world of production’ and the university ‘theory world of education and research’. Three themes emerge: ‘integration – someone else’s responsibility’, ‘the hospital – a culture of production’ and ‘the hospital and the university – different realities’. Discussion: The results suggest the need for professionals within health care and university to reflect on their responsibilities in terms of research and development. The ethos of caring science implies the alleviation of suffering and caring for vulnerable patients including research and development.     

精神科护士长领导行为与护士工作满意度的关系研究

目的调查精神科护士长领导行为与护士工作满意度之间的关系。方法采用领导行为量表调查精神科护士长的领导行为,采用明尼苏达满意度量表调查护士的工作满意度。结果精神科护士工作满意度得分(65.98±9.66)分;护士长领导行为中,待遇满意、集体精神、绩效规范、心理保健对护士外在工作满意度有影响;性别、工作绩效、工作激励、待遇满意对内在满意度有影响。结论精神科护士工作满意度与护士长领导行为密切相关,改善护士长领导行为有助于提高护士工作满意度。