试析高等院校附属医院设备信息系统设计与实现

设备信息系统建设是提升高等院校附属医院管理水平的有效技术手段。本文将对高等院校附属医院设备信息系统架构进行分析,并在此基础上就其功能和应用优势,谈一下笔者的观点和认识,以供参考。     

Diffusion of Hospital Innovations in Different Institutional Settings

This paper purports to analyze a hospital's adoption of both product and process innovation as a quanta! choice. The impacts of this decision on physicians, while depending on institutions that differ between the US and continental Europe, are shown to feed back to the hospital, influencing the profitability of the innovation. Recent changes of hospital finance give rise to testable comparative predictions in both institutional settings     

“We are all so different that it is just … normal.” Normalization practices in an academic hospital in the Netherlands

Internationally, academic hospitals are giving increasing attention to diversity management. This paper sheds light on the actual praxis of cultural diversity management by professionals in workplace interactions. An ethnographic study in a Dutch academic hospital showed that normalization practices were obscuring diversity issues and obstructing inclusion of cultural minority professionals. The normalization of professionalism-as-neutral and equality-as-sameness informed the unequal distribution of privilege and disadvantage among professionals and left no room to question this distribution. Majority and minority professionals disciplined themselves and each other in (re)producing an ideal worker norm, essentialized difference and sameness, and explained away the structural hierarchy involved. To create space for cultural diversity in healthcare organizations in the Netherlands and beyond, we need to challenge normalization practices.     

The NHS Plan: Accounting for investment and reform in twenty acute hospital trusts in England (1998–2003)

The National Health Service (NHS) Plan published in 2000 summarised Labour's commitment to modernising the NHS in England. The NHS would receive substantial additional funding bringing expenditure on health, as a share in national income, to levels comparable with a European average. The promise of secure financing from government promised to reduce uncertainty and facilitate medium term resource planning in the NHS. Extra funding, as outlined in the NHS Plan, would also be tied into capital and labour process reform(s) to ensure that investment translated into the much needed additional capacity to treat patients. During the period 1998–2003 funding for an average acute hospital has increased 50% in cash terms satisfying expectations set out in the NHS Plan. It is now an appropriate time to review progress. Using information collected for 20 acute hospitals, selected on the basis that they had started and completed PFI projects in the period 1998–2003. This paper constructs a physical and financial audit which is then used to reveal the degree to which acute hospital finances are now secure and the extent to which physical capacity to treat patients has been robustly transformed.     

Accountable Management Reforms: Why the Norwegian Hospital Reform Experiment Got Lost in Implementation

There is an international tendency to replace governmental funding based on fixed grants by different reforms implying accountable management methods. In this article we focus on the implementation problems of New Public Management reforms in the Norwegian hospital sector. These reforms are built on a belief that more accountable methods will improve efficiency and better resource allocation. The term New Public Management includes different cost-improvement programmes like Prospective Payment Systems, which were introduced as a new basis of funding in four Norwegian hospitals during a three year experimental period. The studies presented here support the findings from similar reforms in other countries, stating that there are very few, if any, documented efficiency gains by these reforms. The explanation may be that the reforms have disregarded the importance of internal organisational processes, like high quality management, communication and participation as parts of the implementation phases.     

康复机器人研究进展

目前,康复机器人已经成为机器人领域的研究热点。详细介绍了康复机械手、医院机器人系统、智能轮椅、假肢及康复治疗机器人的国内外研究现状,并探讨了今后的发展方向。     

公立医院医务人员绩效管理研究

世界高新技术的突飞猛进,经济信息化、全球化的不断发展,使我国公立医院所面临的竞争环境发生了很大的变化,人民群众对医疗保健服务需求多元化,这些新的变化对于加强和改善公立医院管理、充分调动医务人员的积极性、利用一切资源以确保得到更好的生存和发展,提出了更高的要求。这对于从事保健、医疗、科研、教学的综合性医院来说既是机遇又是挑战,要想抓住这一难得的机遇,就必须及时研究医务人员绩效管理理论,制定医务人员绩效管理方案。     

Measurement of Economic Result in Public Organizations： A Departmental Analysis

The aim of this work is to demonstrate how public university hospital （UH） managers can improve the process of decision-making by using the measurement of economic value added to the society （EVAS） generated by these organizations. Thus, the economic values of the organization and its departments were calculated, according to the theory studied： measurement model of economic result of Slomski （1996）. It was considered the conduction of a case study in a public UH, evaluating its economic performance in a 3-year period. For the interpretation of results, the Data Envelopment Analysis （DEA） which categorized the departments of the hospital studied as efficient or inefficient was used. This study revealed that managers can improve the decision-making process by using the EVAS, since it has been established that this measurement of economic value has sensitivity to identify which of the economic value drivers should be emphasized in the management.     

Anticipated nurses' turnover in public hospitals in Saudi Arabia

This study sought to examine anticipated turnover among nurses in Saudi hospitals, and the effect of work environment, organizational factors and personal variables on turnover intentions. A sample of 5423 nurses in 80 hospitals in 12 regions was surveyed. Significant differences in anticipated turnover were found based on nationality, education, salary, age, experience, gender and region. Predictors of anticipated turnover included work environment, organizational factors, personal variables and availability of alternative employment. Conclusion: Anticipated turnover in Saudi hospitals is a phenomenon worthy of attention, and a good part of this phenomenon is linked to the heavy reliance on expatriate labor.     

Exploring professionals' motivation to lead: a cross-level study in the healthcare sector

The extant leadership research has paid increasing attention to the concept of motivation to lead (MTL) as an individual construct that strongly affects leadership processes and behaviors. However, despite its importance, scant knowledge is available about how individual characteristics and organizational structural features interact in influencing MTL in professional-based organizations. This article contributes to this line of research by adopting a multilevel perspective to study the MTL among individual professionals in the healthcare sector. We collected data from a sample of 791 physicians nested in 44 departments belonging to 27 hospitals. Using the hierarchical linear model, we tested the impact of individual and organizational variables on the motivation of physicians to engage in managerial positions. Our findings demonstrate that the physicians' MTL was positively associated with their individual self-efficacy. Departmental decentralization interacted with this self-efficacy, such that the effect of self-efficacy on the MTL was significantly lower when decentralization was high. We discuss the implications of these findings for human resource management and organizational (re)design within professional organizations.