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Results indicated job title elicited more sex typing than job description and that males were more sex typed than females in attitudes toward occupations.
      
Differences in sex typing of occupations of young adolescents, as a function of (a) job title vs.
      
A 2×2×2 factorial design was employed so that the supervisor was male or female, autocratic or democratic, and possessed a sex-role congruent or incongruent job title.
      
How other variables, such as job title, length of experience in the healthcare, data processing, and information systems fields affect these measured levels are also evaluated.
      
This study examined the correlates of within-job title variance in job-analytic ratings.
      
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The bonus is called as the encouraging salary. It is a labor reward which gives nurse group based on division. How to redistribute the bonus is a discussing question in recent hospital reforms. The project was mainly according to the shift,title,working period in order to get rid of equalitarian and encourage“more work, more pay”. “Shift,title,work period” are the main orientation of distribution. Firstly, we can get “the basic points” based on the shift, get “the second points” based on the nurse’s title,...

The bonus is called as the encouraging salary. It is a labor reward which gives nurse group based on division. How to redistribute the bonus is a discussing question in recent hospital reforms. The project was mainly according to the shift,title,working period in order to get rid of equalitarian and encourage“more work, more pay”. “Shift,title,work period” are the main orientation of distribution. Firstly, we can get “the basic points” based on the shift, get “the second points” based on the nurse’s title, and then add “the working period points” and “the position” to them. We get “the gross points”, the whole bonus divides “the gross points”, then multiples every nurse’s “gross points”. Every nurse’s bonus is on the presence ,the bonus at different shift,job title has some different between labors. The distribution project shows us the trend reward leans to those who has high job title and has more night shifts, considering the profits between different working period and duty. It is indeed a simple method and gets the satisfied effect.

奖金是医院奖给以科室为单位的护士群体的劳动报酬 ,群体综合奖如何在个体之间的再分配 ,是近年医院改革中探讨的问题 ,通过设想以班次、职称、工龄为主要因素的分配方案 ,达到打破传统大锅饭 ,鼓励多劳多得的目的。班次、职称、工龄是设想的主要依据和评分标准。首先通过班次获得基础分 ,再通过职称评分获得第二次得分 ,最后加上工龄、职务分即是实得分 ,全科护士奖金数除以全科护士实得分 ,商为分值 ,实得分乘分值积为奖金。分配结果使不同班次、职称之间奖金拉开档次 ,突出分配向夜班、中高级职称倾斜的特点 ,同时兼顾工龄、职务方面的利益 ,方法简单 ,效果满意。

Objective: to find out the causes of sharp injuries of nurses working in operating room, to approach the steps to prevent the sharp injuries of nurses in operating room. Method: more than 100 nurses with different working experiences, different professional job titles, different records of formal schooling, and in different post, from different hospitals were investigated by filling out questionnaire. Results: the causes of injuries included lack of standard procedures to prevent sharp injuries, lack of...

Objective: to find out the causes of sharp injuries of nurses working in operating room, to approach the steps to prevent the sharp injuries of nurses in operating room. Method: more than 100 nurses with different working experiences, different professional job titles, different records of formal schooling, and in different post, from different hospitals were investigated by filling out questionnaire. Results: the causes of injuries included lack of standard procedures to prevent sharp injuries, lack of prejob training on related subjects, unskilled and busy with work of nurses, and inappropriate handling of sharp stuffs after use, etc. Conclusion: nurses working in operating room should take some protective steps in daily work to prevent contaminated sharp stuffs injuries. It could also decrease the spread of occupational hematogenous diseases among medical personnel.

目的 :了解手术室护士利器损伤的原因 ,探讨手术室护士预防利器损伤的措施。方法 :采用问卷调查的方法 ,对不同工作年限、职称、职务、学历及不同工作单位的 10 0多名手术室护士进行调查。结果 :导致手术室护士利器损伤的原因包括 :缺乏防利器损伤的规范程序 ,缺少有关内容岗前培训 ,工作不熟练 ,工作忙 ,利器用后处理不当等。结论 :手术室护士在工作中应采取相应的防护措施 ,预防污染利器损伤的发生 ,减少医务人员职业性血源性疾病的传播

Objective:to find out the changes on cognition, psychology, and behavior of nurses after the implementation of "Regulations for Handling Medical Negligence". Methods: a total of 93 nurses were investigated randomly via filling out questionnaire. Results: in terms of the grasp of the regulation, there was statistical difference among nurses of different formal schooling records, different length of service, and with different professional job titles (P<0.05). Psychological pressure of nurses is that they...

Objective:to find out the changes on cognition, psychology, and behavior of nurses after the implementation of "Regulations for Handling Medical Negligence". Methods: a total of 93 nurses were investigated randomly via filling out questionnaire. Results: in terms of the grasp of the regulation, there was statistical difference among nurses of different formal schooling records, different length of service, and with different professional job titles (P<0.05). Psychological pressure of nurses is that they worried about the happening of medical negligence and medical disputes due to their incomplete nursing records. Nurses learned the knowledge about the law and professional work more actively. They pay more attention to all rights of patients in their daily work. Conclusion: learning and knowing the law in nurses are beneficial for upholding the lawful rights of both patients and nurses themselves. It is beneficial to enhancing the quality of nursing and ensuring the nursing safety.

目的 :为了解《医疗事故处理条例》实施后护士认知、心理、行为的变化情况。方法 :采用随机抽样的方法对 93名护士进行问卷调查。结果 :不同学历、工龄、职称的护士对《医疗事故处理条例》掌握情况具有统计学意义(P <0 .0 5 )。护士心理压力主要是担心发生医疗事故、护理记录不完善造成纠纷等。行为表现 :主动学习法律及业务知识的积极性增高 ,工作中更加注重病人的各项权利。结论 :护士学法、懂法有利于维护病人及自身的合法权益 ,有利于提高护理质量 ,保证护理安全

 
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