RESUMO
Under the background of the innovative medical association, the company took the lead in promoting the senior nurses to the community hospitals in Anhui, and opened community nursing clinics to better implement the graded diagnosis and treatment system and meet the needs of residents' integrated health services. From the background of a new round of medical reform, this paper analyzes the new occupational orientation of senior nurses in the innovative medical association model, and introduces and analyzes the problems that arise in the exploration stage of the sinking community, and puts forward suggestions based on the actual situation.
RESUMO
Under the background of the innovative medical association, the company took the lead in promoting the senior nurses to the community hospitals in Anhui, and opened community nursing clinics to better implement the graded diagnosis and treatment system and meet the needs of residents' integrated health services. From the background of a new round of medical reform, this paper analyzes the new occupational orientation of senior nurses in the innovative medical association model, and introduces and analyzes the problems that arise in the exploration stage of the sinking community, and puts forward suggestions based on the actual situation.
RESUMO
Objective To investigate the job stressors and burnout of senior nurses, and explore the possible strategies for alleviating stress and reduction of demission rate of senior nurses. Methods Two hundred and thirty head nurses and senior nurses were included in this study. Nurse Job Stressors Inventory (NJSI) and Maslach Burnout Inventory (MBI) were applied to evaluate the burnout and work-related stress of nurses with the combination of convenience sampling and cluster sampling. Results The NJSI scores of senior nurses and head nurses were (2.62 ± 0.56) points, (2.45 ± 0.47) points, the two scores were significantly different (t=-2.465,P<0.05); the scores of three dimensions of MBI in senior nurses were (30.01±11.86) points, (8.01±5.74) points, (35.35±9.57) points, while the scores in head nurses were (21.65±10.39) points, (5.14±3.37) points, (38.81±8.45) points. Statistically significant difference was seen between the two groups (t=-5.261,-4.705, 2.691,P<0.05). There was a higher positive correlation between job stressors and burnout of senior nurses (r=0.521) than head nurses (r=0.432). Conclusions The level of job burnout is higher in senior nurses than head nurses, attributing to the higher controllability of head nurses. It is suggested to reduce the job burnout of senior nurses and to keep senior nurses in the profession fields, based on the theory of magnetic hospital.
RESUMO
Objective To investigate the status quo of application of fall risk factors assessment scale in nurses of different position in geriatric ward . Method Eighty-six nurses in different position were investigated by fall risk factors assessment scale . Results About 89 . 5%of the nurses could assess the fall risk factors on time and 80 . 2%could do it accurately , and only 62 . 8%of them worked out their nursing orders based on the possible falls. In terms of the accuracy in using fall risk factors assessment, the primary nurses was poorer than the senior nurses, with statistically significant difference between them (P0.05). Conclusion We should strengthen the training to the clinical nurses in correctly using the fall assessment scale , in order to exert the diagnostic value of the fall assessment scale, reduce the incidence of falls and ensure the safety of the patients.