2006-2010年东北三省空军招飞集中选拔体检不合格情况分析

从2006年开始,空军飞行学员由过去录取后到空军航空大学组织复查验收,转变为将符合推荐条件的考生集中到北京进行集中选拔,合格后的考生再录取为飞行学员.本文通过分析2006-2010年东北三省参加集中选拔考生的体检不合格情况,探讨目前体检工作的新情况、新特点.     

HBsAg阴性应招飞行学员血清HBV-DNA检测研究

目的为控制ＨＢＶ慢性携带者进入航校提供对策，对应招飞行学员中ＨＢｓＡｇ阴性者的ＨＢＶ感染情况及对ＨＢＶ的免疫状态作一探讨。方法用ＥＬＩＳＡ法检测ＨＢｓＡｇ、抗－ＨＢｓ、抗－ＨＢｃ、ＨＢｅＡｇ、抗－ＨＢｅ，用聚合酶链反应（ＰＣＲ）检测ＨＢＶ－ＤＮＡ。结果ＨＢｓＡｇ阴性应招飞行学员中抗－ＨＢｓ阳性２０６／９６２例（２７．６％），抗ＨＢｃ阳性２２９／９６２例（２２．８％），ＨＢｅＡｇ阳性０／４５０例，抗ＨＢｅ阳性３／４５０例（０．６７％），ＨＢＶ－ＤＮＡ阳性１５／２２８例（６．６％）。ＨＢＶ－ＤＮＡ阳性主要集中在单一抗ＨＢｃ阳性者中１４／７５例（１８．７％）。获得ＨＢＶ免疫者为３４．０％。结论在应招飞行学员中对单一抗ＨＢｃ阳性者应做ＨＢＶ－ＤＮＡ检测，未获ＨＢＶ免疫者应接种乙肝疫苗     

招收飞行学员听力检查标准探讨

目的 探讨修改空军招收飞行学员听力检查标准的可行性. 方法 ①收集招收飞行学员听力检查资料5673份,按现行的空军招收飞行学员听力检查标准(标准1)统计听力合格例数及合格率.②将低中频(0.25、0.5、1、2、3 kHz)听力损失不超标准1且双耳高频(4、6、8 kHz)听力损失总和≤270 dB者,按双耳高频听力损失之和的大小分为3组:A组(≤210 dB),B组(＞210 dB且≤240 dB)及C组(＞240 dB且≤270 dB).按5 dB档差统计A组听力较差耳4 kHz听力损失＞45 dB的例数,以及B组和C组听力较差耳4 kHz听力损失≤45 dB的例数.③将标准1高频部分修改为4 kHz听力损失≤45 dB,且双耳高频听力损失总和≤240 dB(标准2),或4 kHz听力损失≤45 dB且双耳高频听力损失总和≤270 dB(标准3).按标准2和标准3统计合格例数及合格率;分别统计符合3个标准的合格者中的0.5、1、2、4 kHz平均听阈＞25 dB的例数及所占百分比.比较3个标准的合格率及合格者中有听力障碍的百分比. 结果 ①按标准1统计,合格5310例.②A组4 kHz听力损失＞45 dB的63例,B组4 kHz听力损失≤45 dB的30例,C组4 kHz听力损失≤45 dB的25例.③按标准1、标准2及标准3统计的合格率分别为93.60％(5310/5673)、93.02％(5277/5673)及93.46％(5302/5673),差异无统计学意义;按标准1、标准2及标准3统计的合格者中0.5、1、2、4 kHz平均听阈＞25 dB的比率分别是2.56％(136/5310)、1.57％(83/5277)及1.77％(94/5302),按标准1统计的比率比标准2、标准3统计均高(x2=12.76、7.77,P＜0.01),而标准2与标准3之间差异无统计学意义. 结论 将现行空军招收飞行学员听力检查标准的高频修改为4 kHz听力损失≤45 dB,双耳高频听力损失之和≤240 dB是科学合理的,既降低了合格者中轻度听力障碍的比例,又对合格率没有明显影响.     

全面改革预防医学教学 培养新型公共卫生人才

新形势下预防医学和公共卫生工作者应当具备多方面的能力:发现、分析和解决实际问题的能力;获取、处理和交流有关信息的能力;执行、实施和评价卫生政策及卫生项目的能力;社会动员和组织能力等。但是,传统的预防医学和公共卫生本科教育由于教学内容陈旧,理论性太强,教学方式单一而不能达到上述要求。实施新的教学方法后,减少了教学时数,增加了选修课程,开设了讨论课、现场实践教学课及针对学生的讲座并且改革了考试方法,取得了较好的效果。     

分析患者就医的心理 优化医患关系

本文着重阐述了分析患者就医的消费心理的意义和几种常见的就医消费心态;因势利导,优化医患关系的几条原则;实施中的注意事项等问题,我们认为当前的医疗单位正处在既追求社会效益又讲求一定的经济效益的特殊历史阶段,患者就医的消费心理是联系医患双方切身利益的一个媒介,通过这一线索研究优化医患关系,具有实际意义。     

THE ABSENCE OF FACTOR II IN A CHILD WITH SYSTEMIC LUPUS ERYTHEMATOSUS

ABSTRACT. This report describes a patient with active systemic lupus erythematosus (SLE), who developed haemorrhagic diathesis due to a lowering of plasma factor II activity. No evidence was found suggesting a plasma inhibitor of factor II. The present case indicates that in some patients with SLE, factor II activity may be low or completely absent due to impairment of factor II synthesis, further that prednisone, but not azathioprine, may ameliorate this defect.     

Attitudes and reported practice for obesity management in Korea after introduction of anti-obesity agents

This study aimed to evaluate current clinical assessments and management of obesity in the primary care setting in Korea since anti-obesity agents have become available. A questionnaire was sent to eligible primary care physicians selected from a national probability sample in two specialties: family physicians and internists. Of 939 randomly selected physicians, 452 (48.1%) replied. We found that 51.8% of physicians were aware of the definition of obesity, and 33.8% were aware of the definition of abdominal obesity proposed by Asia-Pacific guideline. When evaluating apparently obese patients, 50.0% of respondents measured body mass index (BMI) and 20.4% measured waist circumference. Fewer than 50% of physicians measured blood glucose or lipid profiles, both of which are risk factors for obesity. About 47.3% of physicians prescribed an anti-obesity medication without allowing sufficient time for nonpharmacologic therapy to take effect, and 68.8% of physicians prescribed anti-obesity medications to patients that requested them regardless of obesity status. The majority of respondents did not appropriately evaluate obesity and its risk factors, and were readily susceptible to prescribing anti-obesity medications. Our findings suggest that primary care physicians in Korea need additional education on obesity and its management.     

The influence of educational preparation on evaluations of applicants for radiation therapy positions: a policy-capturing experiment

PURPOSE: To determine whether radiation therapy department administrators prefer to hire graduates with certain types of educational preparation. The study was undertaken by the American Registry of Radiologic Technologists as part of a larger project to determine educational requirements for radiation therapists. METHODS AND MATERIALS: Forty-one department administrators evaluated applications from a pool of 984 hypothetical applicants for the position of radiation therapist. Applications were created by systematically varying eight characteristics such as years of experience, quality of educational program, and ratings from prior references. Type of educational program (baccalaureate degree, associate's degree, or hospital certificate) was of particular interest in this study. Each administrator evaluated 24 applications and assigned a rating ranging from 1 to 5 to indicate the extent to which he or she desired to interview each applicant. All ratings and applicant characteristics were coded and subjected to regression-type analyses to determine the relative importance of each applicant characteristic to administrators' decision-making policies. RESULTS: Information obtained from applicant references had the greatest impact on administrators' evaluations of applicant quality. Specifically, reference ratings of cooperation and technical skills were the two most important characteristics, followed closely by reference ratings of interpersonal skills and dependability. Quality of educational program had some influence, as did years of experience. Type of educational program had virtually no impact on interview decisions for a vast majority of the administrators. CONCLUSIONS: When making hiring decisions about hypothetical applicants, department administrators place most emphasis on evidence relating to past performance and give almost no weight to type of educational preparation. The extent to which these results generalize to actual applicants is addressed in the article.     

7S精益常态化管理对体检科人员及设备管理的效果分析

目的探讨7S精益常态化管理在体检科人员及设备管理中的应用效果。方法我院于2018年7月开始实施7S精益常态化管理,选取实施前后1年本院体检科体验者各200名作为研究对象,比较实施前后体检科的护理质量、设备管理水平、对体验过程满意度情况。结果实施后健康体检者对就诊秩序维持、流程指导及体检环境的护理质量评分明显高于实施前(P<0.05);实施后,设备应用人员对设备管理基础及维修和综合评价评分明显高于实施前(P<0.05);实施后,健康体检者对体检环境、人员、设备及检验过程的满意程度高于实施前(P<0.05)。结论7S精益常态化管理用于体检科能够完善就诊秩序及流程,提升体检满意度,满足设备相关人员对设备管理及维修需求。     

军人心理健康教育骨干培训模式探讨

通过对军人心理健康教育骨干培训的理论和实践探索，提出了军人心理健康教育骨干培训的基本模式——“一个目标、二个关键、三个阶段、四种途径、五项内容”的整合培训模式。①一个目标：培训部队实用型心理健康教育骨干；②两个关键：理论与实际结合，院校与部队结合；③三个阶段：军人心理健康教育知识技能培训阶段、心理健康评估和干预培训阶段、心理健康教育知识技能应用实践阶段；④四种途径：理论学习、实习操作、临床见习、部队实践；⑤五项内容：心理健康的评估和心理档案建立、心理障碍的识别与诊断、军人心理健康讲座、心理健康教育报刊、个别与团体咨询。