军队医院医务工作者潜在的心理问题及影响因素分析

目的：近年来医务人员工作压力过重而引起的心理疾病日益突出,引起社会各界的关注。本研究针对军队医院医务人员的心理压力及工作满意度情况展开调查,分析影响该群体心理健康的因素,探讨改善心理环境的有效方法,为提升军队医院管理提供参考。方法：对我院312名医务人员的基本资料、心理应激及工作满意度情况进行问卷调查,分析影响军队医院医务人员心理健康的危险因素。结果：医务人员的心理压力主要表现为焦虑、抑郁、敏感和偏执,工作中普遍不满的是工资福利、工作负荷、晋升及人际关系。医务人员所处的岗位和职称等级不同,其心理压力与工作满意度也不同。临床医师与护理人员的心理压力均较高,医技与行政人员的工作满意度较高（P〈0．05）;初级职称与中级职称医务人员的心理压力较高,副高级职称与高级职称人员的工作满意度较高,组间数据比较差异显著（P〈0．05）。结论：军队医院的管理人员应完善管理机制,创造良好的发展平台,改善军队医院医务人员的心理环境,促进医院的发展。     

江苏省医务人员工作满意度及其影响因素研究

目的 分析江苏省医务人员工作满意度及其影响因素,为江苏省卫生人才队伍建设提供依据。方法 采用问卷调查方法,调查2 407名医务人员的工作满意度情况。结果 医务人员整体满意度得分为68.76分,处于居中水平,各维度满意度评分从高到低依次是目前工作、上下级关系、同事关系、医院设备条件、工作报酬、工作本身、工作环境和提升机会,得分依次为80.11分、77.66分、75.07分、69.03分、65.16分、65.09分、64.02分和53.97分;单因素方差分析显示,不同性别、婚姻状况、职称、学历、主要从事专业类别、工作年数、机构类别、月平均收入、社会地位、受患者尊重程度和是否正式编制的医务人员工作满意度得分差异有统计学意义;多元线性回归分析结果显示,受患者尊重程度、社会地位、主要从事专业类别、最高学历、机构类别和职称情况对于医务人员工作满意度的影响具有统计学意义。结论 医务人员的满意度水平需提高,重点应放在改善医患关系,为医务人员提供良好的专业发展机会等方面,针对不同医务人员的特征采取有效的干预措施,提高其工作满意度和积极性。

     

浙江省儿科医生工作满意度与离职意愿调查

目的 了解浙江省儿科医生工作满意度和离职意愿现状,分析满意度和离职意愿的影响因素。方法 抽取浙江省儿科医生414名,采取问卷调查法,运用明尼苏达工作满意度短式量表和离职意愿量表进行调查。结果 浙江省儿科医生本科学历居多,大多来自三级医院;总体满意度与职称、收入成正相关,与专业背景、离职意愿负相关（P＜0.05）;外在满意度与学历、专业背景、离职意愿负相关（P＜0.05）;内在满意度与年龄、职称、儿科工作年限、收入、医院等级正相关,与离职意愿负相关（P＜0.05）;离职意愿与年龄、职称、儿科工作年限、收入、各满意度负相关（P＜0.05）。结论 提高儿科医生满意度要重点提高其外在满意度,即工作环境、职位的晋升、收入等;提高收入可以明显降低儿科医生离职意愿;专业背景是满意度和离职意愿共同的影响因素,儿科专业背景的儿科医生具有更好的从业稳定性。     

公立医院医师满意度现状及对策探讨

目的：探讨公立医院医师满意度影响因素,为医院管理者了解医师的想法提供依据。方法：行设计员工满意度测评量表,开展预调查,对预调查量表采用可靠性分析及因子分析进行信度、效度检验,采用Likert五点测量法,对量表进行赋分,结果采用描述性分析及方差分析结果采用描述性分析及方差分析等方法。结果：不同职称医师满意度差异有统计学意义（P〈0．05）,不同医院医师总体满意度有差异（P〈0．05）;影响医生满意度的主要因素为工作回报、文化活动、工作本身．主观环境、科研氛围、工作本身．客观环境。结论：主治医师的满意度较低,医师总体满意度处于中等水平以上,提高医师薪酬,增加业余文化活动,提高医院职工就餐质量及环境．重视科研,开展多形式的培训是提高医师满意度的重要方法。     

哈尔滨市某三级医院介入人员外照射个人剂量现况调查研究

目的:了解哈尔滨市某三级医院介入人员外照射个人剂量现况和本院辐射防护情况,以期为本院介入防护策略提供一定的科学依据。方法:按照《中华人民共和国国家职业卫生标准》(GBZ128-2016)版本要求,在2016年7月8号～2017年7月8号期间,采用双剂量计监测目标人群年外照射个人剂量,x2检验和logistic回归分析介入人员外照射个人剂量的影响因素。结果:年外照射最小个人剂量为0.08mSv,最大个人剂量为3.60mSv,平均个人剂量为0.23mSv,x2检验表明科室(x~2=50.420,P0.001)、职业类别(x~2=32.992,P0.001)、职称(x~2=33.806,P0.001)和学历(x2=9.289,P0.05)有统计学意义;logistic回归分析均表明,职称、工作年限、职业类别进入方程,但只有职称(Wals=4.896,P0.05)和职业类别(Wals=8.424,P0.05)有统计学意义,医务人员职称和职业类别(Wals=8.424,P0.05)是影响个人外照射剂量的因素。结论:本院总体外照射防护措施得当,本院从事介入工作的相关医务人员中,高级职称医务人员外照射个人剂量低于中、低级职称医务人员;技师外照射个人剂量高于护士和医生。根据本研究结果,在医院的外照射防护中应采取一些措施,比如合理分配工作,避免同一工种医务人员长时间暴露于介入相关外照射,避免中低级职称医生长时间接触介入相关外照射,加强医务人员防护意识,适当调整工作岗位,适时进行防护培训。     

天津市三级医院医务人员手卫生现状调查

目的 调查天津市三级医院医务人员手卫生知识掌握情况,分析其影响因素。方法 采用问卷调查法,对目标人群开展调查研究。结果 医务人员手卫生知识水平较高,整体情况良好;不同性别、职称的医务人员手卫生知识得分差别有统计学意义（P<0.05）;手卫生设施是影响医务人员手卫生执行的主要因素。结论 手卫生水平的提高是一项长期任务,有关部门和医院管理者应加强管理,加大宣传教育,采取多种措施提高医务人员手卫生水平。     

军队医院中患者对医护工作的评价及需求调查

目的：本文通过调查部分军队医院患者对护理工作的评价及需求,为提高军队医院的护理服务质量提供有利资料。方法：随机抽取四所三级甲等军队医院的380名住院患：考进行问卷调查,调查患者对护理工作的满意程度及需求。结果：患者对护理服务技术满意度为43．2％,对态度满意度为37．3％,对环境和健康教育满意度分别为59．5％和55％;患者最需要的知识为康复知识,占46．1％;患者对护理人员热情工作态度的期许和需求最高,达到38．2％;其次为熟练工作技能,占28．4％。结论：从患者角度出发,真正落实以民文本的原则,切实为患者服务,改善护理服务质量已经成为护理领域的核心内容,应得到各个军队医院的重视,落实优质护理服务工作。     

军队疗养院非现役文职人员工作满意度及职业需求调查

目的:非现役文职作为军队疗养院的聘用制人员已成为医护工作的主要力量。本文通过调查军队疗养院非现役文职人员的工作满意度,分析其对自身职业的潜在需求,为提高医疗服务质量提出可行对策。方法:采用问卷调查的方式对我院聘用的100名非现役文职人员调查该群体工作满意度及对自身职业的潜在需求。结果:非现役文职人员对管理制度、工作环境、团队合作及人际关系等方面表示满意,其中最满意的是工作环境;而对工作压力、工资福利、奖惩制度、职称晋升及个人发展等方面表示不满,其中最不满意的是工资福利。非现役文职人员对优化人事编制、提高福利待遇及减轻工作负荷的需求度较高,而对职业情感、临床带教及军事知识的需求度较低。结论:军队疗养院的管理人员应完善管理机制,充分了解非现役护理队伍对职业的潜在需求,积极的为其创造良好的晋升政策和发展平台,建立绩效考核制度以提高该群体的工作满意度,进而提升军队疗养院护理服务的质量。     

病房护士工作满意度及其影响因素的调查

目的:调查病房护士工作满意程度及其影响因素.方法:选取哈尔滨市某三级甲等医院94名病房护士作为研究对象,采用自制调查问卷对病房护士进行调查,问卷内容主要包括护士工作满意度评定量表和一般社会人口统计学资料.结果:病房护士工作满意度总分平均为(76.85±10.97)分,影响护士工作满意度的一般社会人口统计学资料主要包括年龄、婚姻状况及职称.结论:病房护士工作满意度处于中等水平,年龄、婚姻状况及职称是影响其工作满意度的主要因素.护理管理人员应通过改善工作环境,根据护士不同特点制定个性化制度,以提高护士工作满意度,进而达到提高工作质量的目的.     

部队医院医疗风险管理存在的问题及对策分析

目的:近年来,医疗纠纷屡见不鲜,其中不乏军队医院。为此,我们对目前部队医院的医疗风险管理情况进行分析,深入总结军队医院管理存在的问题,并提出相应的对策以加强部队医院医疗风险的防范工作。方法:采取调查问卷方法对10所部队医院的一线医护人员就医疗风险相关问题进行调查,并对结果进行分析。结果:工龄低于5年的医务人员发生医疗风险的比率高于工作5年以上的人员;外科和妇产科医疗风险发生率较高;三级甲等医院医疗风险管理体系较三级乙等更完善。医院的管理制度、医务人员的工龄、科室的设置、风险教育及工作量等均与医疗风险的发生有着密切的关系。结论:部队医院应建立健全的风险预警系统与评价体系,提高医院对医疗风险的管理能力。医务人员应加强风险意识和法制意识,重视医患沟通,以促进医患关系和谐,从而减少或避免医疗纠纷的发生。     

Mental health,job satisfaction,and job stress among general practitioners.

OBJECTIVE--To identify sources of job stress associated with high levels of job dissatisfaction and negative mental wellbeing among general practitioners in England. DESIGN--Multivariate analysis of large database of general practitioners compiled from results of confidential questionnaire survey. Data obtained on independent variables of job stress, demographic factors, and personality. Dependent variables were mental health, job satisfaction, alcohol consumption, and smoking. SETTING--National sample of general practitioners studied by university department of organisational psychology. SUBJECTS--One thousand eight hundred seventeen general practitioners selected at random by 20 family practitioner committees in England. INTERVENTIONS--None. END POINT--Determination of the combination of independent variables that were predictive of mental health and job satisfaction. MEASUREMENTS AND MAIN RESULTS--Women general practitioners both had job satisfaction and showed positive signs of mental wellbeing in contrast with other normative groups. Conversely, male doctors showed significantly higher anxiety scores than the norms, had less job satisfaction, and drank more alcohol than their women counterparts. Multivariate analysis disclosed four job stressors that were predictive of high levels of job dissatisfaction and lack of mental wellbeing; these were demands of the job and patients'' expectations, interference with family life, constant interruptions at work and home, and practice administration. CONCLUSIONS--There may be substantial benefit in providing a counselling service for general practitioners and other health care workers who suffer psychological pressure from their work.     

Job stress,satisfaction, and mental health among general practitioners before and after introduction of new contract.

OBJECTIVE--To compare measures of job stress, job satisfaction, and mental health among general practitioners before and after the introduction of the new contract in April 1990. DESIGN--Cross sectional postal questionnaire survey in July 1990. Comparison of results with those obtained in previous survey in November 1987. SETTING--General practice in United Kingdom. SUBJECTS--1500 general practitioners randomly selected from general medical services lists, 917 of whom (61%) returned questionnaires usable for statistical analysis. MAIN OUTCOME MEASURES--Aspects of job causing stress, job satisfaction (Warr, Cook, and Wall scale), and mental health (Crown-Crisp experiential index). RESULTS--Compared with 1987, in 1990 doctors experienced more stress from night calls (mean score 3.83 in 1990 v 3.45 in 1987), emergencies during surgery hours (3.72 v 3.48), and interruption of family life by telephone (3.58 v 2.73; p less than 0.001 for all three variables). Scores for somatic anxiety and depression were higher in both men and women in 1990 (men: somatic anxiety 3.12 v 2.36; depression 3.80 v 2.94; women: somatic anxiety 3.56 v 2.65; depression 4.02 v 3.37; p less than 0.001). Job satisfaction had also decreased in 1990 (5.23 v 4.26; p less than 0.001). CONCLUSIONS--Doctors experienced more stress, less job satisfaction, and poorer mental health in 1990 than in 1987. These changes may have resulted from the introduction of the new contract.     

The relationship between sex life satisfaction and job stress of married nurses

ABSTRACT: BACKGROUND: The purpose of this study was to investigate the relationship among work stress, sex life satisfaction, and mental health of married nurses. Demographic information, work stress, sex life satisfaction, sexual desire and mental health measured using the Chinese Health Questionnaire, data were collected from 100 married nurses in Taiwan. FINDINGS: Sex life satisfaction and age were negatively correlated, but sex life satisfaction and sexual desire were positively correlated. The mental health of over-committed nursing staff was not affected. Higher reward for effort was positively correlated with sex life satisfaction. CONCLUSIONS: No matter whether job stress was high or low, receiving a higher reward for effort led to better sex life satisfaction, which had a satisfying positive effect on the nurses' lives. To improve nursing care quality at the hospital, nursing administrators should assist nurses in confronting work stress via positive adjustment, which is associated with the nurses' sexual harmony, and quality of life.     

Reform of Public Hospitals and the Main Role of Medical Staffs

The success of reforms to the public hospital system in China depends on the motivation and mobilization of medical staffs. Several factors are known to influence the motivation of health workers, including remuneration, acquisition of power and reputation, the ability to care for others, and the level of satisfaction. Obtaining recognition turns out to be a central factor in affecting motivation, while power and reputation fuel the health workers’ enthusiasm. Providing caring for others and level of satisfaction safeguards the enthusiasm of medical staffs. We found that the motivation of medical staffs was enhanced through institutionalized programs that reward, empower, and promote the reputation of individuals, and other factors. Through the implementation of these programs, the medical staffs of Xuzhou Central Hospital have been successfully mobilized, resulting in an improvement in performance securing the healthy growth of the hospital, which ultimately translated to better health care delivery for the people in the region.     

加强军队医院非现役编制医务人员卫生勤务保障能力的重要性

目的:调查军队医院非现役编制医务人员的军事素质和卫勤保障意识,探讨提升该群体卫勤保障能力的重要性和必要性,为军队医院卫勤管理提供参考。方法:采用问卷调查的方式对我院154名非现役编制医务人员进行调查,主要包括军事理论、卫生勤务、突发事件应急管理及战伤急救等,分析非现役编制医务人员缺乏的基本军事素质,并提出针对性的加强军队医院文职人员卫生勤务保障能力的可行性培训计划,在培训结束时对医护人员的军事素质进行测评。结果:问卷调查结果:非现役文职人员的军事素质评分为(3.70±0.46)、卫生勤务能力评分为(2.48±0.91)、突发事件应急管理评分为(2.61±0.53)、战伤急救技能评分为(2.42±1.02)。测评结果:军事理论知识评分为(4.11±1.04)、卫生勤务能力评分为(4.78±1.37)、突发事件应急意识评分为(4.56±0.56)、战伤急救技能评分为(4.68±0.91)。培训后,非现役医务人员的卫勤保障能力显著提高,差异具有统计学意义(P0.05)。结论:非现役文职作为军队医院的聘用制人员已成为医务工作的主要力量,因此军队医院应加强非现役医务人员的卫生勤务保障能力,提高我军后勤医疗保障的坚固力量。     

“流程管理”在军队医院干部病房中的应用体会

目的：探讨军队医院干部病房实施流程管理的临床价值。方法：选取2012年5月至2013年2月入住我院干部病房的患者150例,随机分为对照组和观察组,每组75例。对照组患者采取常规护理管理,观察组患者实施流程化管理。观察并评价两组患者治疗期间的心理变化,调查患者对不同护理管理的满意度情况。结果：观察组患者心理状况良好,抑郁和焦虑程度明显低于对照组,对护理管理的满意度则明显高于对照组,两组比较差异明显,有统计学意义（P〈0．05）。结论,在军队医院干部病房实施流程管理是一种科学而有效的护理管理模式。