构建四环一体新模式切实推进高等中医院校毕业生就业工作

大学生就业问题已成为引起社会广泛关注的重大问题,中医院校由于专业的特殊性,就业工作也面临着极其严峻的形势,文章从实际出发,分析了中医院校所面临的就业形势,提出了四环一体的新模式,以期为就业工作的更好开展提供新的思路。     

The Role of Workplace Characteristics in Breastfeeding Practices

ABSTRACT

The present analyses were undertaken to understand the role of workplace characteristics in the breastfeeding practices of working women. The effects of the perception of the availability of employer-sponsored child care, the perception of the availability of a flexible schedule, hours worked at home, and worked a fixed schedule on breastfeeding outcomes were estimated using a sample of 1,506 births from the National Longitudinal Survey of Youth 1979 and the Children of the National Longitudinal Survey of Youth 1979. The availability of employer-sponsored child care increased the likelihood of breastfeeding six months after birth by 47 percent. In addition, working an additional eight hours at home per week, at the mean, increased the probability of breastfeeding initiation by 8 percent and breastfeeding six months after birth by 16.8 percent. Workplace characteristics show promise as an effective way to increase breastfeeding rates among working women.     

Effects of Combining Public Assistance and Employment on Mothers and Their Young Children

SUMMARY

One goal of recent welfare reform legislation is to move welfare-dependent mothers with young children into the paid labor force. However, prior to the new legislation, many welfare-dependent women were already engaged in employment activities. In this paper we examine whether child or maternal well-being is influenced by a mother's strategy of combining work and public assistance receipt in the late 1980s. Measures of well-being include children's cognitive test scores and behavior problems, parenting behavior, and maternal mental health, social support, and coping strategies collected when children were 2 ½ to 3 years of age. Data from the Infant Health and Development Program (a sample of low birthweight, premature infants born in 8 sites in 1985) were used to identify low-income families (incomes under 200% of the poverty threshold; N = 525). Comparisons were made among mothers in the following groups: (a) Work Only, (b) Some Work-Some Welfare, (c) Some Work-No Welfare, (d) No Work-No Welfare, and (e) Welfare Only. Mothers in the Some Work-Some Welfare group had children with cognitive and behavioral scores similar to children whose mothers were in the Work Only group; these two groups also had similar mental health, social support, and coping scores. However, not working and receiving welfare (Welfare Only) was associated with negative cognitive and behavioral outcomes for children, with less stimulating home learning environments, lower maternal mental health, less social support, and more avoidant coping strategies. We discuss the proposition that welfare and work may be complementary rather than opposing strategies, in terms of putting together a family income package.     

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.     

运用工时测定法测算某大型综合医院门诊药房人员配置

目的：通过对门诊药房工作量的系统测算得出门诊药房人员配置方案,给合理配置门诊药房人力资源作参考。方法：运用工时测定法对2013年1~4月在某院门诊药房工作的18名药学专业技术人员每日的工作内容进行跟踪观察与计时。将测算结果录入EXCEL软件建立数据库,对各个岗位的工作量进行分类汇总。将相关参数带入人力编制公式计算所需人数。结果：确定了9项门诊药房工作项目平均操作时间,对其中调配药品和发药两项操作时间进行了细化。根据工作量计算所需药师人数为13.29人,加上门诊药房组长、工勤人员,共15.29人,约16人。结论：运用工时测定法能科学的测算每项工作的耗时。门诊药房的工作人员资质、数量等应以工作量为依据合理配置。     

Enabling the return-to-work process among people with affective disorders: A multiple-case study

Background: The Individual Enabling and Support (IES) model is an adapted, supported employment program developed to meet motivational, cognitive and time-use needs of people with affective disorders. Vocational programs for this target group have been developed but more knowledge is needed about the important characteristics and perceived usefulness of the programs. The aim of this study was to illustrate the IES model and process from multiple perspectives.

Methods: Five participants were included in this multiple-case study. The material comprised interviews with participants, intervention documents, memos and interviews with employment specialists. Within and cross-case analyzes and an analytical generalization were performed.

Results: The cases illustrated different IES processes, and the theme; Enabling engagement in return to work (RTW) was formulated. Continuous support from the employment specialist and a focus on personal resources and motivation were essential to overcome low self-confidence regarding RTW. Motivational, cognitive and time-use strategies gave an opportunity to learn new behavior and coping strategies for job seeking, getting employed and working.

Conclusion: Providing a combination of these strategies integrated with supported employment could promote self-efficacy and engagement in the RTW process among people on sick leave due to an affective disorder.     

Online scheduling of pick-up and delivery tasks in hospitals

ObjectiveThe aim of this study was to develop an algorithm for scheduling pick-up and delivery tasks in hospitals. The number of jobs and the dynamic nature of the problem, in having jobs arriving over time, makes the use of information technology indispensable. An optimized scheduling for all types of transportation tasks occurring in a hospital accelerates medical procedures, and reduces the patient’s waiting time and costs.MethodsIn the design of the algorithm we use techniques from classical scheduling theory. In addition, due to some special properties and constraints, we model the problem using methods from graph theory. The resulting algorithm combines both approaches in a transparent manner.ConclusionsTo optimize the schedules, we define the average weighted flow time as an objective function that corresponds to a measure for the task throughput. An evaluation of the algorithm at the Natters State Hospital in Austria shows that it has a superior performance than the current scheduling mechanism.     

An In‐House Prevocational Training Program for Newly Discharged Psychiatric Inpatients: Exploring Its Employment Outcomes and the Predictive Factors

Individuals with severe mental disorders continue to experience low employment rates. Occupational therapists play an important role in helping these individuals develop the skills and obtain the supports necessary for productive living. This retrospective cohort study aimed to explore employment outcomes and identify factors predictive of the outcomes of an in‐house prevocational training program designed for newly discharged psychiatric inpatients. Data retrieved from the files of 58 participants including demographics, diagnostic history, physical fitness, functional assessment results, the use of vocational counselling service and employment status were analyzed. The overall employment rates among the participants were high (67.2–79.3%) within the 6 months following the prevocational training program. No significant differences were found in the employment rates across the 1, 3 and 6‐month time periods post‐training. Vocational counselling service post‐training and hand function were two factors predictive of participants' employment outcomes. Occupational therapists should attend to the clients' need for continuous vocational support and carefully identify the personal, functional and environmental factors contributing to successful employment. Caution in interpreting the results is warranted because of the lack of control and randomization in this retrospective study. Additional longitudinal cohort or experimental studies would add further certainty to the current findings. Copyright © 2015 John Wiley & Sons, Ltd.     

Career Placement of Doctor of Pharmacy Graduates at Eight U.S. Midwestern Schools

Objective. To characterize postgraduation placement plans of 2013 doctor of pharmacy (PharmD) graduates.Methods. A cross-sectional survey of PharmD graduates from 8 midwestern colleges of pharmacy was designed to capture a comprehensive picture of graduating students’ experiences and outcomes of their job search.Results. At graduation, 81% of 2013 respondents had postgraduate plans, with approximately 40% accepting jobs and 40% accepting residencies or fellowships. Eighty-four percent of graduates reported being pleased with offers received, and 86% received placement in their preferred practice setting. Students perceived that securing residencies was more difficult than securing jobs. Students who participated in key activities had a nearly sevenfold increase in successful residency placement.Conclusion. While the demand for pharmacists decreased in recent years, responses indicated successful placement by the majority of 2013 graduates at the time of graduation.