ABSTRACT
Objective To comprehend etiology and clinical manifestation changes of infant pneumonia in this locality.Methods Indirect immunofluorescence (IIF) assay was applied in children with acute pneumonia to detect serum 11 kinds of viruses[respiratory syncytial virus (RSV),adenovirus (ADV),influenza virus (IFV-A+B),parain fluenza virus(PIV14) ,coxsackie B,virus(CB1V),Coxsackie A7 virus (CA7V) ,ECHO virus]specific antibody IgM,according to the serum virus-specific IgM positive,C-reactive protein(CRP)<8mg/L and no other pathogenic infection and laboratory evidence for the conditions of 436 cases detected in children with pneumonia.Results Detected a total 125 cases of antibody-positive,the positive detection rate is 37.99%.Of which 103 cases of single virus infection .accounting for 82.4% ,22 cases of mixed infection,accounting for 17.6%.RSV infection on top of the list followed by the rest of IFV,ADV and PIV.Infants of different ages,different seasons of the different types of virus susceptibility.Conclusion Pneumonia in infants were caused by pathogenic bacteria in addition to the virus of a wide range,and the incidence of age,the peak seasons and the clinical manifestations were vary.From an early stage of infection pathogen detection,clearing pathogen type,making the correct diagnosis of pneumonia in the treatment of infants had an important guiding significance.
ABSTRACT
Hospitals are currently confronted with many problems, including distribution according to the division of administrative areas and jurisdiction; construction with complete sets of facilities on the part of all hospitals,big or small; and worsening of the unbalanced allocation of health resources due to the to assumption by big hospitals of many tasks of bssic-level hospitals. Besides, the excessively speedy incresse of expenses for outpatient and inpatient services as a result of hospitals' introduction of high technologies has inhibited some people's demands for medical services and competition among hospitals will become particularly fierce. Thus, ways out for hospitals lie in clarifion of their respective functions and development according to regional planning; regrouping of health resources by the government through measures of shutting down,stopping down, sopping production, merging, changing products or moving to other sites; structural readjustment and implementation of the system of responsibility by hospital directors within hospitals;bringing into play the initiatives of middle-level cadres; establishment of a scientific mechanism for personnel employmennt and selection; giving priority to efficiency and consideration to fairness in distribution; improvement of service quality; and making a good job of rational charging.
ABSTRACT
Objective To improve outpatient medical care. Methods A sample survey was conducted into 1716 outpatients during 6 days in October of 2004 using questionnaires that covered such items as the patients' choice of hospitals, their choice of doctors, their medical needs and their needs for continuous services. Results The medical needs of the patients, regardless of gender, age, and form of payment (personal payment, medical insurance or treatment at public expenses), are, in terms of urgency, disease relief, safety, respect, service, and the right to be informed. Ranking first in the needs for continuous medical services is medical appointments, with telephone follow-ups coming next. Conclusion Outpatients have diversified medical needs and hospitals ought to attach importance to relieving patients from disease, ensuring medical safety, respecting patients, improving services, bettering continuous medical services, and satisfying the needs of patients at different levels.
ABSTRACT
Management of salaries is one of the key integrants of the reform of the human resources management system and the running of the modern hospital. By giving an account of the concept, composition, connotation and chief functions of salaries in the hospital, the paper underlines a number of issues that ought to be stressed in the management of salaries, viz. external competitiveness or impartiality with regard to salaries, internal impartiality or u-niformity with regard to salaries, impartiality of increased salaries by performance, and salaries of special groups of people. The paper also offers a brief account of the relationships between salaries in the hospital and such functions as the design of human resources management posts, the recruitment of talented personnel, training and development, and management by performance.
ABSTRACT
The paper briefly discusses the theories of human capital and related concepts, analyzes the interaction between human resources and human capital, and gives an account of the formation and forms of investment of human capital. The paper lays special emphasis on expounding the five basic features of human capital, viz. private ownership, dependence, changeability of added value, stratification and risk of investment. It stresses full understanding and scientific utilization of these features in hospital administration so as to properly manage human capital.