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Objective:To survey the job satisfaction of online contracted nurses who provide " Internet plus nursing services" for reference of hospital managers in improving their management mechanism in this regard.Methods:Based on the two-factor theory, a questionnaire was designed and a purposive sampling method was used to survey the online contracted nurses in Anhui province in April and May 2022. The motivational factors included such five dimensions as workload, work content, colleague relationship, doctor-patient relationship, and their own development, and the healthcare factors included such three dimensions as salary, job recognition and social status. The questionnaire data and job satisfaction scores were analyzed descriptively, and the correlation between the overall job satisfaction of the online contracted nurses, while each dimension was analyzed by Pearson correlation analysis, and the influence of each dimension on job satisfaction was analyzed by stepwise regression analysis.Results:A total of 335 valid questionnaires were recovered. The mean score of job satisfaction of online contracted nurses was (2.26±0.38), with the highest score of (2.56±0.53) for salary satisfaction and the lowest score of (1.78±0.67) for job recognition, and each dimension was positively correlated with job satisfaction ( r=0.34-0.88, P<0.01). Regression analysis showed that workload ( B=0.07), salary ( B=0.11), job content ( B=0.23), social status ( B=0.12), and self-development ( B=0.15) were the main factors affecting their job satisfaction ( P<0.01). Conclusions:The job satisfaction of online contracted nurses was at a medium level, mainly influenced by workload, salary, job content, social status and their own development. It is recommended that hospitals implement multiple targeted measures to improve the job satisfaction of online contracted nurses and promote the healthy development of " Internet plus nursing services" .
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Objective:According to the requirements of high-quality development of public hospitals, to explore the innovative incentive path for medical youth based on the two-factor theory, and provide a reference for promoting the high-quality development of public hospitals.Methods:Using the literature analysis method, the two-factor theory, hospital scientific research incentive mechanism, and scientific research incentive mechanism for young talents were investigated. Meanwhile, combining the two-factor theory and practical experience, the problems that existed in the innovation incentive policy of public hospitals for young medical talents were analyzed, and the corresponding countermeasures were proposed to build the innovation incentive path of young medical talents under the two-factor theory.Results:Based on analyzing the demand characteristics of young medical talents, managers should distinguish health care factors and incentive factors, and implement incentives from both aspects. Provide incentives through improving the personal sense of achievement, creating a personal growth environment, and promoting professional titles to stimulate young talents' innovation motivation; implement health care factors from aspects of working conditions, material benefits, salary levels, etc.Conclusions:As a new concept of development, high-quality development is not only reflected in scientific and technological innovation-driven, but also in the innovation of management mechanisms so that institutional innovation becomes the driving force for high-quality development.
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Objective:To study the willingness of the medical staff of tertiary hospitals to be dispatched to work for a long time at the district hospitals under the " municipal trusteeship of district-ownership hospitals" mode, and explore the key factors that affect their long-term willingness, for references of optimizing the incentive system of the model.Methods:A questionnaire was designed as guided by the two-factor theory. In May 2019, a typical sample survey was made to investigate 103 medical staff of two tertiary hospitals in Beijing on their willingness to be dispatched to hospitals of district ownership. The survey covered such aspects as their basic personal information, hygiene factors(family responsibility, interpersonal connections expansion, mobilization and encouragement of leaders, etc.), and incentive factors(personal career development, greater potential giving play to their own talents, self-achievement, etc.). Descriptive analysis and univariate hypothesis testing were used to compare the differences of the dispatch willingness of staff of different characteristics. Meanwhile, an ordinal multinomial logistic regression model was built to analyze the influence factors of long-term dispatch willingness of these staff along with individual in-depth interviews.Results:The medical staff when they were dispatched to work at the entrusted hospitals for a long time, were concerned mostly with top six factors. These factors refered to a reasonable incentive(rewards)mechanism, family responsibility, colleague evaluation of the entrusted hospital, interpersonal connections expansion, personal career development, and potential unlocking. Those staff with dispatch experience had higher willingness to be dispatched than those without( P <0.05). The former saw higher of their personal career development resulting from the dispatch(3.91 points), while the latter saw higher their post-dispatch salary incentive mechanism(3.95 points). Compared with common medical staff, medium and high level management staff were more willing to be dispatched for a long time( H=14.536, P<0.001). Leadership mobilization in hygiene factors and personal career development in incentives factors were the key drivers for the long-term willingness of medical staff to be dispatched( P<0.05). Conclusions:The willingness of medical staff to be dispatched for a long time needs to be strengthened in the " municipal trusteeship of district-ownership hospitals" mode. Managers of the district-ownership hospitals should take into full consideration, the needs of different categories and levels of medical staff dispatched, guarantee the remuneration and performance pay of these staff, and enable their career track planning, hence mobilizing their incentives, and increase their willingness to work at such hospitals for a long time.
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Resumen En la evitación discriminada, una respuesta emitida durante la señal impide la aparición de un estímulo aversivo. La extinción de las respuestas de evitación se ha estudiado como la terminación de la relación instrumental entre la respuesta y el estímulo aversivo. Su compresión ha sido primordial para comprender el mantenimiento de la respuesta de evitación en humanos. Se compararon tres procedimientos de extinción de la respuesta de evitación en humanos. Veintisiete participantes, aprendieron una tarea de evitación discriminada dividida en dos fases: Pavloviana, con apareamientos de dos señales (Estímulo Condicionados; EC 1 y EC2) con un sonido (90 dB, 60 Hz), e Instrumental, donde la respuesta R1 ante el EC1 o la respuesta R2 ante el EC2 evitaba el sonido. Posterior a estas fases, fueron asignados a tres grupos, cada grupo experimentó diferentes procedimientos de extinción; (Estímulo Incondicionado, EI) donde R1 no termino con la señal, pero si con el sonido, (EC) donde R1 termino con la señal, pero no con el sonido, y (EC/EI) donde R1 no termino con ninguno de los estímulos (señal, sonido). En todos los grupos R2 continuó evitando el sonido. Los resultados mostraron que las respuestas de evitación R1 disminuyeron en los grupos EC y EC/EI, y no se extinguieron en el grupo EI. Estos resultados enfatizan la importancia de la terminación de la señal en el mantenimiento del aprendizaje de evitación discriminada.
Abstract In discriminated avoidance, a response emitted during the signal prevents the appearance of an aversive stimulus. The extinction of avoidance responses has been studied as the termination of the instrumental relationship between the response and aversive stimulus. Its understanding has been essential to understand the maintenance of the avoidance response in humans. Three procedures of avoidance response extinction in humans were compared. Twenty-seven participants learned a discriminated avoidance task divided into two phases: Pavlovian, with pairings of two signals (Conditioned Stimulus (EC) 1, EC2) with a sound (90 dB, 60 Hz), and Instrumental, in which R1 response to the EC1 or R2 response to EC2 prevented sound. After these phases, participants were assigned to three groups, each group experienced different extinction procedures; (Unconditioned Stimulus, EI) where R1 did not end with the signal, but with the sound, (EC) where R1 ended with the signal, but not with the sound, and (EC / EI) where R1 did not end with any of the stimuli (signal, sound). In all groups R2 continued avoiding sound. Results show that R1 responses decreased (were extinguished) in the EC and EC / EI groups, but didn't in the EI group. These results emphasize the importance of signal termination in maintaining discriminated avoidance learning.
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Lean management is the direction of future hospital management.From the perspective of hospital human resources management,in order to explore the scientific,reasonable,classified and efficient incentive mechanisms in practice,the study divides the hospital talents into three levels,base of tree talents,trunk of tree talents and crown of tree talents based on "talent tree" project,and clarifies different characteristics of the three levels of talents,and combines with two-factor theory to make targeted and differentiated management incentive strategies to maximize the motivation of personnel at all levels and to improve the overall efficiency of hospital operation.
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The underlying nature of delusions remains unclear despite their importance in psychopathology. Here we present a review of the neurocognitive model of delusions from a cognitive neuroscience viewpoint. There have been numerous reports on cognitive impairments in delusional patients, such as in their reasoning, attention, metacognition, and attribution biases. These findings have been incorporated into several cognitive models that aim to explain the formation, maintenance, and content of delusion. Although delusions are commonly conceptualized as beliefs, not all models make reference to models of normal belief formation. This review focused on two-factor theory models that make a distinction between factors that explain the content of delusions and those that explain their presence. This cognitive theory that includes the 'pragmatic pathology' of delusions can address both the phenomenology and treatment of delusion-related distress.
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Humans , Bias , Delusions , Neurosciences , PsychopathologyABSTRACT
Job satisfaction of contract nurses has been an important subject on modern hospital HR management. It has been the base of hospital service and its sustainable development and turned to be the main part to facilitate the patients' satisfaction and loyalty. Therefore, it is imperative to improve the satisfaction of contract nurses. Based on Herzberg's Double-factor Theory, this essay analyzed the key elements that affect contract nurses' job satisfaction. Moreover, it also studied two main strategies for the improvement of contract nurses' satisfaction. The first is the theory of exerting the factor of health care, which helps divert contract nurses from dissatisfaction to satisfaction without any incompatibility. The second is to enhance the effect of motive factor, diverting contract nurses from satisfaction absence to highly rated satisfaction.