Workplace status and risk of hypertension among hourly and salaried aluminum manufacturing employees

An inverse relationship between workplace status and morbidity is well established; higher job status has been associated with reduced risks of heart disease, hypertension, and injury. Most research on job status, however, has focused on salaried populations, and it remains unclear whether job status operates similarly among hourly workers. Our objectives were to examine whether hourly status itself influences risk of hypertension after adjustment for socioeconomic confounders, and to explore the role of fine-scale job grade on hypertension incidence within hourly and salaried groups. We examined data for 14,999 aluminum manufacturing employees in 11 plants across the U.S., using logistic regression with adjustment for age, sex, race/ethnicity and other individual characteristics. Propensity score restriction was used to identify comparable groups of hourly and salaried employees, reducing confounding by sociodemographic characteristics. Job grade (coded 1 through 30, within hourly and salaried groups) was examined as a more refined measure of job status. Hourly status was associated with an increased risk of hypertension, after propensity restriction and adjustment for confounders. The observed effect of hourly status was stronger among women, although the propensity-restricted cohort was disproportionately male (96%). Among salaried workers, higher job grade was not consistently associated with decreased risk; among hourly employees, however, there was a significant trend, with higher job grades more protective against hypertension. Increasing the stringency of hypertension case criteria also increased the risk of severe or persistent hypertension for hourly employees.     

Iowa's High School High Tech Goes to College Program: Preparing Students with Mild Disabilities for Careers in Technology

This paper describes an innovative approach to preparing high school students with mild disabilities for challenging careers in high tech industries, called High School High Tech (HSHT). Iowa's HSHT Goes to College program has three central elements, each of which is discussed in this paper: High School Preparation—assisting students in identifying a suitable high tech career goal; Higher Education Preparation and Supports—assisting students in selecting college/training programs that match their career goal, and in successfully completing their postsecondary programs; Workforce Entry Assistance—linking students with employers and launching their high tech careers. The paper concludes with a presentation of outcomes to date and recommendations for program enhancements. The information presented here is intended to assist education and rehabilitation professionals interested in establishing similar efforts across the nation.     

论医学生和谐就业伦理观的培养

结合目前医学生在就业过程中出现的不和谐伦理现象,分析了其主客观原因,提出了医学生和谐就业伦理观培养的现实途径.     

Employment, medical absenteeism, and disability perception in Parkinson's disease: A pilot double-blind, randomized, placebo-controlled study of entacapone adjunctive therapy.

The objective of this study was to test the impact of entacapone (ENT) addition to levodopa with a decarboxylase inhibitor (LD) in full-time-employed patients with Parkinson's disease (PD), focusing on retirement rates, medical absenteeism, self-perception of disability, as well as motor assessments of parkinsonism, motor fluctuations, and dyskinesias. Thirty full-time-employed PD patients (disease onset before age 60 years) and on optimized monotherapy with LD exhibiting minor motor fluctuations or dyskinesias were entered into a 2-year randomized double-blind placebo-controlled study of ENT adjunctive therapy. The outcome measures were the number of full-time-employed patients at study end, cumulative days of medical absenteeism, patient-completed disability assessments, diary records, and the Unified Parkinson's Disease Rating Scale-based measures of motor fluctuations and dyskinesias. LD + ENT treatment was associated with a lower retirement rate (2 [17%] of 12 vs. 6 [50%] of 12; P = 0.12), lower absenteeism rate (21.5 vs. 43.5 days; P < 0.0001), improved self-perception of disability progression over 2 years (change score 1.0 vs. 4.5; P < 0.0001), and lower scores for both motor fluctuations and dyskinesia assessments compared to LD monotherapy. In this pilot study, LD with ENT adjunctive therapy positively influenced employment rate over 2 years; this effect was associated with reduced motor complications and patient perceptions of stabilized disability.     

Predictors of employment in substance-using male and female welfare recipients

This study examined predictors of employment among substance-using men and women enrolled in welfare-to-work programs. Participants were 394 welfare applicants assigned to either coordinated care management or usual care for treatment services and job training and followed up for 1 year to track employment outcomes. Common barriers to work were assessed at baseline in four key domains: disabilities, situational barriers, labor capital, and motivation. Results indicated substantial gender differences in the number and profile of work barriers. Among men, work experience and job motivation were the only significant predictors of employment; among women, multiple factors from each barrier domain predicted job acquisition even when controlling for all other significant predictors. Findings suggest that welfare-to-work programs should emphasize job training and job seeking during the early stages of welfare interventions for men and for many women.     

海口市"三级甲等医院"医务人员人格特质调查研究

目的研究试图通过对海口市三甲医院医务人员人格特质的测量与分析,在与全国常模进行对比的情况下,得出海口市三甲医院医务人员人格特质的基本描述,建立医务人员人格特质的常模,为最终科学地建立海南省医学人才人格特质考评体系奠定必要的工作基础,也为海南省医学人才的培养和利用提供一项可行性的管理模式.方法采取分层整群随机抽样方法对海口市五家三甲医院医务人员人格特质进行调查,使用国际著名的人格问卷-加利福尼亚心理调查表CPI作为工具,对海口市三甲医院医务人员人格特质进行调查.结果被调查的海口市三甲医院588名医务人员人格类型分布以Beta型为主,各型分布情况为：Alpha型171人,占29.1%,Beta型302人,占51.4%,Gamma型59人,占10.0%,Delta型56人,占9.5%;在V3自我实现水平上海口市三甲医院医务人员有较高得分,除1例处于第二水平和4例处于第三水平外,其余583例都分别处于第四至第七水平;海口市三甲医院医务人员在20个分量表的测试中,在CS、IN、EM、SC、GI、WB、CM、TO、AI、AC、IE、PY、FX等13个分量表的平均得分上明显高于全国常模组（P〈0.01）,而在DO、SY、SP、SA、SO 5个分量表平均得分上明显低于全国常模组（P〈0.01）.结论海口市三甲医院医务人员各分量表平均得分大部分高于全国常模水平,尤其是在测量成就潜能方面的3个分量表AC、AI、IE平均得分全部明显高于全国常模水平（P〈0.01）,表明海口市三甲医院医务人员较常模有更强烈的成就动机,对智力活动与知识成就有较强的追求,在工作中能更有效地发挥智能,注重办事效率,见识广博,比较适合在激励自由和个人首创精神的场所独立地开展工作,并且能够专心于别人看来较为枯燥的工作.在测量社会价值内化程度的7个分量表中有5个（SC、GI、CM、WB、TO）高于全国常模水平.     

“六新”模式推动临床护理高质量发展:以陕西省人民医院为例

护理学科高质量发展促进公立医院高质量发展。介绍了陕西省人民医院以符合时代要求的护理管理、患者体验、人才队伍、学科建设、效率提升、文化建设为切入点的临床护理高质量发展“六新”模式,对实施成果进行总结分析,并从信息化建设角度思考如何进一步推进临床护理高质量发展,为推动临床护理高质量发展提供参考。     

新冠肺炎疫情定点医院的改造与思考

分析了综合医院临时改造为收治新冠肺炎患者定点医院时所遇到的问题,针对医院路线、门诊及住院楼区域、供氧设备、涉及人员及救治体系等采取符合传染病防护要求的改造措施。建议综合医院引入传染病医院建设与管理理念,合理规划建筑布局和医疗设备精细化布局,完善人员管理机制,建立应急组织机构,优化流程管理体系,以期为综合医院后期建设提供借鉴。     

市场均衡就业区间及其对社会就业的影响

现代市场经济运行中 ,厂商将其供给量调整到合理水平所需的费用可称为微观调节成本。由于存在微观调节成本这种特殊的经济运行费用 ,因而传统分析中宏观层面上市场就业均衡点的两侧便分别存在着“低位临界点”与“高位临界点” ,这两点界定了一个“市场均衡就业区间” ,社会就业一旦进入该区间 ,市场机制便不可能再对其作出调节。市场均衡就业区间的主要特点在于 ,其均衡是就区间外部而言的 ,在区间内部仍可以存在一定程度的就业失衡 ;市场均衡就业区间内部的就业失衡是一种特殊的就业失衡 ,市场机制对之无能为力 ,一般的宏观经济政策亦无法对其发生作用。市场均衡就业区间的存在对社会就业有着多方面的重要影响 ,它使社会就业对供求总量波动的反应呈现出一定“粘性” ;使市场机制对社会就业的调节空间减小 ;使政府调控社会就业的重点二元化 ;使个体经济在缓解就业失衡压力、扩大社会就业方面占有了特殊重要的地位。