Do I Just Look Stressed or am I Stressed? Work-related Stress in a Sample of Italian Employees

Work-related stress is becoming a significant problem in Italy and it is thereforeessential to advance the theory and methodology required to detect this phenomenon atwork. Thus, the aim of this paper is to propose a new method for evaluating stress at workby measuring the discrepancies between employees’ perceptions of stress and their leaders’evaluation of the stress of their subordinates. In addition, a positive impression scalewas added to determine whether workers might give socially desirable responses inorganizational diagnosis. Over 1,100 employees and 200 leaders within several Italianorganizations were involved in this study. Structural equation modeling was used to testsuch new method for evaluating stress in a model of stress at work that incorporatesrelationships among individual (positive impression), interpersonal (workplace bullying)and organizational factors (working conditions, welfare culture, training). Results showedthat the leaders’ capacity to understand subordinates’ stress is associated withsubordinates’ psychological well-being since higher disagreement between self and leaders’ratings was related to lower well-being. We discuss the implications of healthy leadershipfor the development of healthy organizations.     

AdvoCaring: A Cocurricular Program to Provide Advocacy and Caring to Underserved Populations in Baltimore

Objective. To incorporate direct patient care and service components throughout a 4-year pharmacy program to enable students to apply knowledge learned in the classroom and develop the human and caring dimensions of Fink’s Taxonomy of Significant Learning.Design. Groups of 10-12 students and a faculty advisor partnered with a local agency serving an underserved population of the greater Baltimore area to provide seven hours of service per student each semester. Activities were determined based on students’ skills and agency needs.Assessment. Over 10 000 hours of care were provided from fall 2009 through spring 2014 for clients at 12 partner agencies. Student feedback was favorable.Conclusion. Cocurricular learning enables students to use their skills to benefit local communities. Through an ongoing partnership, students are able to build on experiences and sustain meaningful care initiatives.     

军队中小医院院长领导力内涵及提升策略

军队中小医院的发展面临着种种压力和挑战,能否克服困难,实现全面、健康、快速、可持续发展,很大程度取决于院长的领导力。本文阐述提升院长领导力在军队中小医院发展中的价值,以及院长领导力的概念和内涵,并提出应从勤于学习、勇于实践、乐于反思、善于合作等途径,入手着力提高军队中小医院院长领导力。     

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.     

云南罗平医院PM调查的分析与对策

文章以云南罗平医院为研究对象,调查了65名一般员工和21名科主任级中层领导,使用PM量表对该医院的高层及中层领导行为进行评估,对情景因素与领导行为的内在联系进行探讨,并提出改进对策。目的是了解员工需求,促进人力资源合理配置,从而提高医院的管理水平。     

南北苍术的RAPD分析及其划分的初步探讨

目的 :用RAPD方法在分子水平上对南北苍术的划分进行初步探讨。方法 :用 40个引物对 7个居群的南苍术、北苍术及关苍术进行RAPD分析。RAPD分析软件RAPDistance Package———Version 1.04中Dice的方法计算任意两个样品间的遗传距离 ,得树系图。结果 :共检测到多态位点 60个。聚类分析显示 ,苍术有以地域为界聚类的倾向 ,且南苍术首先与关苍术聚类后再与北苍术聚类。结论 :苍术的化学成分、遗传分化和地理分布有一定的相关性 ,以地域为界划分南北苍术有一定道理。     

Reorienting health services with capacity building: a case study of the Core Skills in Health Promotion Project

This paper presents a case study of the application of a framework for capacity building [Hawe, P., King, L., Noort, M., Jordens, C. and Lloyd, B. (2000) Indicators to Help with Capacity Building in Health Promotion. NSW Health, Sydney] to describe actions aimed at building organizational support for health promotion within an area health service in New South Wales, Australia. The Core Skills in Health Promotion Project (CSHPP) arose from an investigation which reported that participants of a health promotion training course had increased health promotion skills but that they lacked the support to apply their skills in the workplace. The project was action-research based. It investigated and facilitated the implementation of a range of initiatives to support community health staff to apply a more preventive approach in their practice and it contributed to the establishment of new organizational structures for health promotion. An evaluation was undertaken 4 years after the CSHPP was established, and 2 years after it had submitted its final report. Interviews with senior managers, document analysis of written reports, and focus groups with middle managers and service delivery staff were undertaken. Change was achieved in the three dimensions of health infrastructure, program maintenance and problem solving capacity of the organization. It was identified that the critically important elements in achieving the aims of the project-partnership, leadership and commitment-were also key elements of the capacity building framework. This case study provides a practical example of the usefulness of the capacity building framework in orienting health services to be supportive of health promotion.     

概述正北芪作为优质道地黄芪的优势

从气象条件、生态环境两方面概述正北芪的产地环境特点;从直观、微观两个角度描述正北芪的性状结构;介绍黄芪有效成分的药用价值,并对正北芪与其他黄芪的有效成分含量进行比较,阐述正北芪作为优质道地黄芪的优势。     

新任护士长领导力提升的体验式管理培训

目的探讨体验式管理培训对提升新任护士长领导力的效果。方法选取新任护理单元护士长36名,围绕体验、分享、交流、整合、应用5个方面进行体验式管理培训,采用柯式评估模型,从反应、学习、行为、结果4个方面进行效果评价。结果访谈发现体验式管理培训能提升新任护士长领导力,提高其个人素质,使其尽快适应管理者角色。培训后护士长理论知识、操作技能考核成绩显著优于培训前;护士长领导力得分显著高于培训前(均P0.01)。结论体验式管理培训可有效提升新任护士长个人素质及领导力,提高培训参与度与积极性,有助于护理团队的良好建设。     

The ‘F.E.E.L.’ good factors in nursing leadership at the board level through to work‐based learning

Aim The aim of this commentary is to raise awareness about the apparent lack of formal activities and the paucity of published papers in nursing leadership development at the board level in the United Kingdom (UK). The paper suggests a way forward. Background The author has been serving at a board level, within and outside of nursing, locally, nationally and internationally since 1988. His current experience as an active board member and honorary treasurer of a leading charity organization in the Southeast of England and participation on a Board Leadership Development programme in the United States of America (USA) led to the need to write this commentary. Evaluation Leadership at the board level is different because the board is the governing body of an organization. The board has overall responsibility for running the organization. The overall duty is to manage less and LEAD more. The need for this type of leadership is on the increase because these are turbulent days in the healthcare industry. This growing trend witnesses increasing and greater demand from key stakeholders for nursing and healthcare services: rising exposure to liability and litigation; a demand for stronger accountability and questioning of the nature and delivery of nursing and healthcare services. Effective and successful leadership judgment is made based on both numbers [efficient resources utilization (RU)] and stories [effective client/patient satisfaction (CS)]. Conclusions Nurses and others in the healthcare industry need to guide against the leadership myths that: ‘everyone can be a leader’; ‘leaders deliver business (service) results’; ‘people who get to the top are leaders’; and ‘that leaders are great coaches’. This commentary demonstrates these myths could be converted to become realities through developing and possessing most if not all the knowledge, skills and attitudes implicated in the Effective Board Leadership Capabilities Development Profile presented in this paper. Implications for nursing management and leadership Possessing board level leadership capabilities is significant to nursing management and leadership from three key perspectives: the need for nurses to become ‘recognized’ leaders of the healthcare industry; possessing the knowledge, skills and attitudes relevant for effective board leadership; and the need to use the technology of the 21st century to aspire to an essentially intentionally global nursing community.