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Accelerating the management of scientific research performance for hospitals can not only mobilize the enthusiasm of scientific researchers, but also effectively optimize their scientific research work. The present academia is plagued in general by such setbacks as indeterminacy of definition and scope of scientific research performance, confusion of the evaluation index system of scientific research performance, and lack of unification of the evaluation principles of scientific research performance of the hospitals. Therefore, it is imperative to define the scope of hospital scientific research performance scientifically, eliminate performance indicator deviation efficiently, accurately analyze hospital scientific research performance management cases, and encourage the application of third-party evaluation methods, which are trendy in research.
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Objective To examine the impact of person-organization fit ( P-O fit) on turnover intention of medical staff and examine the mediating role of job involvement between P-O fit and turnover intention of medical staff.Methods The basic research hypothesis was obtained by combing the relationship among three variables of P-O fit, job involvement and turnover intention of medical staff. A questionnaire survey was conducted among 408 medical staff at 9 general public hospitals in the Pearl River Delta from July to August 2018. The contents of survey were as follows: the match between such factors as medical staff values, culture, personal ability and hospital, as well as turnover intention and job involvement of medical staff.The structural equation model was constructed by Amos 20.0, and the relationship between variables was analyzed.Results The path coefficients between the three variables were 0.436(P<0.001),-0.281 (P<0.05),-0.544(P<0.001), respectively.The total effect value and intermediate effect value were-0.470,- 0.082, respectively. P-O fit was positively related to job involvement. P-O fit and job involvement were negatively related to turnover intention of medical staff.Job involvement partially mediated the relationship between P-O fit and turnover intention. Conclusions In order to reduce the turnover intention of medical staff, hospitals must pay attention to the match of values, culture and personal ability between medical staff and hospitals, establish a match evaluation mechanism between medical staff and hospitals, create good working conditions and atmosphere for medical staff, and encourage medical staff to work harder.
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This paper used the relational embedding theoretical framework to analyze four elements of the relational embedding theory and to unfold the development pattern of the relational embeddedness of the medical social work in China. By enhancing the behavior characteristics of relational embedding′s subject and object, we wish to construct a relational embedding model of the social work department and the hospital, providing reference for the development of medical social work in China.
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The paper introduced the present full-time practice of medical social workers in China, with in-depth analysis of the roadblocks encountered.The problems include but are not limited to multiple stakeholders without a healthy resources relationship network, lack of powerful government support in policy and resource orientation, absence of drivers for hospitals to deliver social service, immature social organizations, and poor capacity to link resources.Based on such, the authors explored the establishment of a development model for full-time medical social workers on a multiple cooperation platform, in such perspectives as the government, social worker organizations, hospitals, and third-party performance appraisal.
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A deep analysis of the present 26 non-government awards on medical technology achievements was made to probe into setbacks in access to such awards.The findings include lack of independence due to the semi-official nature,tight budget caused by limited funding sources,variety of award sizes due to lack of levels,less corporate involvement to result in less sponsors,and lack of international awards due to unsatisfactory international awareness.The authors recommend such optimal paths as laws and regulations to regulate such awards to be hosted by legal persons,incentives for more enterprises participation to make the awards a public highlight among enterprises,control over the size and types of such awards for better branding,and greater efforts in international collaboration to make international awards.
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Objective To set up a scientific, objective, reasonable, qualitative and quantitative,operational evaluation index system of clinical science and technology achievements, which provides the reference to evaluating clinieal science and technology achievements scientifieally. Methods The Delphi method was used to investigate 30 experts for weight of the index via questionnaire. Results The response rate was 100%. The Kendall's concordance coefficient was up to 0. 963. The final index system includes three first-class indicators, eight second-class indicators and 18 third-class indicators. The weight coefficeient of each class was identified. Conclusion The experts showed enthusiasm for this investigation. The agreement of respondents was high after two rounds of investigation. The index system can be used in comprehensive evaluation for science and technology achievements in clinical medicine. The index system takes a guiding effect for science and technology achievements to solve clinical services and problems.
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Objective To verify the evaluation index system of clinical science and technology achievements, taking the evaluation of science and technology achievements in Guangdong province as a demonstration. Methods We specified the criteria for grading each index included in the evaluation index system that we proposed before. 5 experts in clinical medicine were invited to evaluate 20 achievements applying for the Award of Guangdong Science and Technology Achievements in 2010. The weighted sum of scores for each achievement was calculated and used for further analysis. The reliability and validation of the system were assessed. Results The Cronbach's ? coefficient of the index system was 0. 91, indicating good reliability. There were high correlation of each measure with the total score and their affiliated grade one index. The scores that the experts graded were correlated with the original results of evaluation (rs= 0. 71, P ＜0. 000 1), but there remained some inconsistence. Conclusion The demonstration based on investigation data indicates that the evaluation system is easy to handle and has satisfactory reliability and validation. It can be applied to the evaluation of science and technology achievements in clinical medicine.