新《工伤保险条例》给力职工权益

历时4年修订，新《工伤保险条例》（以下简称新《条例》）出台并于2011年1月1日起正式施行。新《条例》是《社会保险法》的重要配套法规，对于进一步保障工伤职工合法权益，分散用人单位工伤风险，完善工伤保险制度具有重要意义。     

新修订《特种设备安全监察条例》5月1日实施——大同市质监局党组书记张启飞答记者问

新《条例》赋予了新内涵,指明了新方向。新《条例》的出台是在近6年时间里对旧《条例》进行的一次较大的修改,这主要是基于安全工作、节能管理、依法行政、有效监管、强化责任等方面的要求。     

急诊护士工作压力源及相关因素分析

目的:探讨急诊护士工作压力的来源及对相关因素进行分析,了解并研究急诊护士减压方式,提高工作效率.方法:从患者护理方面、 工作环境、 护士自身因素、 领导的管理及社会对护士的认可度分析探究并讨论急诊护士的工作压力来源.结果:急诊护士工作压力的来源有护患关系、 社会认同度与工作量、 工作性质.结论:减轻急诊护士工作压力及对策是有必要的.     

新入科护士工作指引手册在ICU新护士带教中的应用

通过对近2年新入科的护士采用ICU新护士工作指引手册进行分阶段系统带教,结合严格挑选的优质带教老师队伍和及时完善的考核体系,大大缩短了新护士培养周期,提高了新入科护士专科业务能力,使新入科护士能在短时间内达到护理管理要求和护理操作标准,能独立完成工作。     

新工伤保险条例实施面临问题及对策

修订后的《工伤保险条例》（以下简称“新《条例》”）已经颁布实施，新《条例》大幅度提高了工伤保险待遇。将一次性工亡补助金的标准调整为上一年度全国城镇居民人均可支配收入的20倍，一次性伤残补助金按照伤残级别增加1至3个月职工本人工资。同时，增加了基金支出项目，将原由用人单位支付的工伤职工“住院伙食补助费”、“统筹地区以外就医的交通食宿费”以及“终止或解除劳动关系时的一次性医疗补助金”，改由工伤保险基金统一支付。     

解读新《审计法实施条例》

本文简要解读和阐述了新《审计法实施条例》的出台背景和主要修订内容。依据《审计法》,《审计法实施条例》主要对审计监督机制、审计监督职责、审计职权行使、审计程序等方面进行了修订,使其内容更明确、更具体和更具可操作性,为切实贯彻落实《审计法》奠定了基础。     

外观设计专利申请的新变化

第三次修改后的《专利法》于2009年10月1日正式施行。外观设计相关法条的修改是《专利法》第三次修改的一个重点,随着配套专利法实施条例和审查指南的相继出台,《专利法》修改给外观设计申请文件的准备、审查及无效带来的一些新变化变得越来越清晰具体。本文就新专利法实施     

新拆迁《条例》与补偿估价评析

于2001年发布的《城市房屋拆迁管理条例》(国务院第305号令,下称新条例)较之1991年发布的同名旧条例(国务院78号令)有很大进步。新条例出台后,各地争相制定了与之相配套的地方性法规、地方政府规章,以及有关房屋评估的技术指导意见或规     

浅谈中专毕业护士如何带教本科生护士

新护士让教员带教是临床实习的一个重要环节,是理论联系实际、巩固和提高已学知识的有效途径。众所周知,1998年以前毕业的护士大都是中专毕业,中专毕业的护士如何带教本科生新护士成了我们急需探讨的话题。     

新物管条例

政策回放:2007年9月1日,国务院正式公布《共于修改〈物业管理条例〉的决定》以及新《条例》的全文,在业主委员会的成立,业主对一些事项的决定和业主权益的保护等几个方面对原有的《物业管理条例》作了重要的修改,并且明确了物业公司"服务"的职能定位。新《条例》自10月1日起正式生效。     

Signed social structure optimization for shift assignment in the nurse scheduling problem

This paper develops a mathematical framework that relies on modern social network analysis theories for treating the nurse team formation and nurse scheduling (shift assignment) problems, accounting for signed social connections. These problems lie in assigning nurses to teams/shifts such that the constraints regarding both the working regulations and nurses preferences are satisfied. Recent research indicates the dependence of nursing team performance on team social structure; however, so far, the social structure considerations have not been explicitly incorporated into the mathematical formulations of the nurse scheduling problem. The presented framework introduces models that quantitatively exploit such dependence. This paper explores instances of Nurse Team Formation Problem (NTFP) and Nurse Scheduling Problem (NSP) incorporating signed social structure with the measures based on such network structures as edges, full dyads, triplets, k-stars, balanced and unbalanced triangles, etc., in directed, signed networks. The paper presents the integer programming formulations for NTFP and NSP, and a problem-specific heuristic that performs variable-depth neighborhood search to tackle NTFP instances with signed social structures. Computational results for a real-world problem instance with 20 nurses are reported. The insights obtained from the presented framework and future research directions are discussed.     

Turnover propensity and its causes among Singapore nurses: an empirical study

Nurse turnover has been a serious challenge to the efficiency and effectiveness of any health-care delivery system. Various antecedents of turnover are examined in this study in attempt to identify the most critical causes of the problem. One hundred and eighty nurses from a large hospital in Singapore participated in the survey. The results show that a) stress strikes throughout different stages in turnover development; b) professional commitment is a significant cause of turnover cognition, but not turnover intention; and c) organizational commitment and supervision satisfaction are among the top predictors of turnover intention. These results deviated from the apprehension of many health administrators about the causes of the nursing turnover, thus provided clues as to how to mitigate the problem. And, as they were compatible with the results of studies on Canadian and American nurses, these results contributed to the empirical generalization process. The implication of the findings is discussed in the paper.     

What aspects of the job have most effect on nurses?

The study reported here compared the influences of psychological constructs (job demands and scheduling control) and objective work characteristics (shiftwork, night‐work and hospital department type) on job satisfaction, organisational commitment, burnout and withdrawal intentions. Our hypothesis was that psychological constructs have a higher influence on work‐related attitudes than objective characteristics of work schedules. In addition to the main effects, we proposed an interactive hypothesis: poor attitudes would result from high demands and low control rather than from other combinations of both psychological variables. Using a sample of 153 hospital nurses in Israel, the hypotheses were generally supported. As night‐work, shiftwork and working in intensive care units are unavoidable characteristics of the modern medical environment, these findings are meaningful for improving the personal adjustment of hospital nurses.     

Challenge and hindrance stressors in New Zealand: exploring social exchange theory outcomes

Recent developments to the stressors literature have suggested that stressors can have both negative and positive influences. This study of 203 New Zealand government workers tested challenge (positive) and hindrance (negative) stressors as predictors of job outcomes focusing upon social exchange theory. The results found challenge stressors held positive relationships with supervisor support, perceived organizational support and employee loyalty; while, conversely, hindrance stressors were negatively related to these outcomes. Employer implications are that jobs structured to allow greater amounts of responsibility, with greater scope, are more likely to lead to positive job outcomes relating to feelings of reciprocity. Organizations that can better manage and control hindrance stressors while promoting challenge stressors will likely enjoy more loyal employees, with greater support perceptions, which might alleviate some of the tension of working into today's turbulent environments.     

The curse of bureaucratisation or the blessings of professionalisation? Nurses’ engaged adoption of quality management in hybrid managerial positions

The paper concerns how new quality management in the Danish hospital sector has created new career and professionalisation opportunities for nurses. While the well-known dualism between the logics of professionalism and managerialism is challenged in the literature, not much is known about how engagement in the tighter steering of practice may converge with professional identities and meaningfulness in work. The paper applies a Bourdieusian and ethnographic approach to the examination of nurses’ enthusiastic involvement in quality management as they take up hybrid managerial positions in an acute care department. The findings demonstrate the importance of the material and symbolic value of scientific-bureaucratic knowledge in legitimizing quality management, achieving meaningfulness in practice and bolstering the professional role of nurses.     

88例食道癌术后胃肠减压的护理干预

目的:探讨食道癌术后胃肠减压的护理。方法:对88例食道癌术后患者胃肠减压期间,给予心理护理等一系列的护理措施。结果:所有患者中85例置管成功,有3例没有成功,成功率为96%,有2例出现了脱落,有1例出现了自行拔出胃管。结论:对患者进行有效的胃肠减压,这是确保手术成功的必要条件,护理工作中要密切观察患者的引流是否通畅,如发现问题要及时进行调整,使患者快捷痊愈。     

医院护理教育体制的建立与实践

通过对医院护理教育传统培训模式的分析,阐述系统的护理教育模式有利于新医疗形势下的护理实践,并通过实践,进一步说明护理教育体制运行有赖于该系统的开放和护理人才及培养。     

护士分层护理管理在护理管理中的应用体会

目的:探讨护士分层护理管理在护理管理工作中的应用。方法:以消化内科护士工作满意度和住院患者对护理服务质量的评价为调查标准,对比实施分层管理前后护理人员的工作满意程度和住院患者对护理服务质量的评价水平,分析对比方法总结分层管理法在护理管理中的应用效果。结果:实施护士分层管理后,消化内科护士在使用了分层管理模式之后无论是在工作满意度较实施前有明显提高,病房管理质量上以及住院患者对护理服务质量的评价上都获得了明显的提升。结论:将护士分层管理模式运用到消化内科护士管理中,不但有效的提高护理工作质量以及护理工作人员的责任意识,对改善护患之间长期存在的紧张关系也起到了明显的作用。     

Measurement challenges for studying work-related stressors and strains

This paper provides a review and critique of measurement strategies and methods for the study of job stressors and strains, with an emphasis on mental and physical well-being outcomes. The issue of self-report versus objective approaches to the measurement of potentially stressful working conditions is discussed with a view toward using both approaches in a multiple indicator analytical strategy. Short- and long-term outcomes of stressful work experiences are discussed in terms of differences in constructs rather than differences in measurement methods. The paper concludes with a discussion of the challenges accompanying measuring the physiological processes that theoretically mediate the effects of job stressors on well-being.     

41例高血压脑出血的护理干预

目的:探讨高血压脑出血的护理。方法:对41例高血压脑出血患者实施心理护理等一系列护理措施。结果:治疗后25例患者痊愈出院,11例生活基本自理出院,2例呈植物生存状态,1例因脑疝死亡,2例自动出院。结论:实施积极、有效的护理,对脑出血患者的预后和功能恢复起着积极重要的作用。