PDCA循环在护患沟通管理中的应用

探讨PDCA循环在护患沟通管理中的应用及效果评价。方法:对两组患者分别进行常规护患沟通管理及PDCA循环管理,比较两组患者的心理情绪评分、满意度、护患纠纷发生率。结果:干预组SDS、SAS评分分别为34.5±6.8、34.2±2.4,明显低于对照组42.3±7.2、45.8±2.7;干预组患者满意度(81.81%)明显高于对照组(64.58%);干预组护患纠纷率(10.9%)明显低于对照组(22.91%),均有统计学差异。结论:PDCA循环促进护患沟通,使患者心理情绪改善明显、满意度提高、护患纠纷下降,PDCA循环对护患沟通管理的持续改进有重要意义。     

PDCA管理模式在医院医保管理中的应用价值

目的:研究PDCA管理模式在医院医保管理中的开展效果及价值。方法:选取2018年上半年在我院接受住院治疗的150例患者设为参照组,在此期间实施常规医保管理模式,另在2018年下半年选取150例住院患者设为实验组,在此期间实施PDCA管理模式,对比二组患者的住院费用及满意度。结果:实验组中居民医保、职工医保患者的住院费用均明显少于参照组,实验组患者的满意度为98.67%,高于参照组的91.33%,两组数据之间存在显著性差异(P<0.05)。结论:在医院医保管理中,实施PDCA管理模式,可合理减少患者的住院费用,并可提升患者满意度,值得推广。     

鼓励主动报告护理不良事件在提高护理质量与安全管理中的应用

及时纠正临床护里缺陷。提高护理质量与安全,提高护理工作满意度。方法应用主动报告护理不良事件表,加强质量细节管理,统计实施前后的年度护理质量、病人满意度、护理缺陷、护理投诉,并采用问卷调查法,运用SPSS12．0统计软件进行数据分析处理。结果护理缺陷、护理投诉明显下降,护理质量与病人满意度均有明显提高。结论鼓励主动报告护理不良事件,能改进临床环节质量管理,强化细节管理,能有效地提高护理服务质量和护理管理水平,防范与杜绝护理安全隐患。     

心理护理在精神科治疗康复中的作用分析

探讨心理护理在精神科治疗康复中的临床效果。选取某医院精神科在2013年3月-2014年4月期间收入院治疗的100例精神病患者,随机进行分组,对照组患者采取常规的药物治疗;而观察组患者在常规的药物治疗的基础上,对患者给予心理护理;对比分析两组患者的性格改变、行为异常、言语异常发生率及病情复发率,综合评价患者的治疗效果。观察组患者的性格改变发生率8.00%、行为异常发生率12.00%、言语异常发生率20.00%、病情复发率24.00%、治疗有效率为90.00%;对照组患者的性格改变发生率26.00%、行为异常发生率28.0%、言语异常发生率48.00%、病情复发率60.00%、治疗有效率为76.00%;两组数据差异均显著(P0.05)。精神科治疗康复中应用心理护理,有利于纠正患者异常的行为及心理,显著提高患者的治疗效果,降低病情复发,具有临床可行性。     

IMB模型护理对哮喘患者的效果及对动脉血气、生活质量的影响

目的 探讨信息—动机—行为(IMB)模型护理对哮喘患者的效果及对动脉血气、生活质量的影响。方法 本研究选择重庆医科大学附属第一医院2020年4月—2021年4月接诊的60例哮喘患者作为研究对象,采用抽签法将患者分为对照组、观察组,每组30例。对照组给予常规护理干预,观察组采用IMB模型护理干预,两组患者均连续干预1个月。比较两组在临床疗效、动脉血气指标及生活质量上的变化。结果 观察组患者干预后的临床疗效高于对照组,差异具有统计学意义(P<0.05);观察组患者干预后的PaO₂、SpO₂水平为(88.46±6.73)mmHg、(86.25±12.31)%,均明显高于对照组的(82.33±7.94)mmHg、(78.37±13.62)%,观察组患者干预后的PaCO₂为(34.48±8.62)mmHg,低于对照组的(40.63±6.24)mmHg,差异具有统计学意义(P<0.05);观察组患者干预后的家庭生活、精神动力、社会交往及心理承受评分分别为(39.14±1.58)分、(35.02±1.57)分、(37.20...     

基于PDCA管理模式的廉政风险防控机制探究

<正>PDCA循环管理法,是由美国统计管理专家爱德华·戴明博士提出的全面质量管理体系的基本方式,由计划(Plan)、执行(Do)、检查(Check)、行动(Action)等阶段组成的一个持续改进的过程。2007年以来,北京、邯郸等地将PDCA循环管理方法应用于廉政风险防范工作,取得了较好的效果,为建立廉政风险防控机制提供了新的视角和平台。我们借鉴PDCA模式建立廉政风     

“互联网+”联合PDCA循环在医院档案管理中的应用

目的:探讨"互联网+"联合PDCA循环在大型综合性医院档案管理中的应用价值,为医院档案管理提供新的思路和方法。方法:选取我院2018年11月—2019年4月的180份档案,随机分为对照组和研究组。对照组进行常规的档案管理方案,研究组在对照组的基础上实施"互联网+"联合PDCA循环管理,比较两组档案管理效果和档案检索效率。结果:两组档案管理效果和档案检索效率相比,研究组的档案管理正确率为97.78%、100.00%与98.89%,明显高于对照组80.00%、77.78%与75.56%,比较差异有统计学意义(P<0.05)。结论:"互联网+"联合PDCA循环的档案管理模式能显著提高档案管理准确率和档案检索工作效率,对医院档案管理具有重要的应用价值,同时也提高了档案的服务质量,使档案作用得到最大程度的发挥。     

分阶段心理干预在重症肌无力手术患者中的应用

目的探讨分阶段心理干预在重症肌无力患者中的应用效果。方法:将64例重症肌无力手术患者随机分为对照组与观察组观察组各32例。对照组予以常规护理方法。观察组在对照组的基础上对患者进行分阶段心理干预,用Zung焦虑自评量表(SAS)和Zung抑郁自评量表(SDS)在患者术后5天进行问卷调查。结果观察组较对照组焦虑和抑郁评分低,差异有统计学意义(P相似文献   

浅谈PDCA循环在工程档案过程管理中的应用

本文依据文件全生命周期理论、项目管理(PM)理念,结合档案管理学理论对工程档案管理过程提出管理创新点。论述了工程档案管理研究的现状、引入PDCA循环理论及其应用范畴、分析现阶段工程档案管理现状及存在的问题、提出PDCA循环理论在工程档案管理中的应用模式、最后阐述了该模式的实践意义和价值。     

危象预见性护理在重症肌无力术后患者中应用

目的:探讨危象预见性护理在重症肌无力术后患者中的应用效果。方法将64例重症肌无力术后患者随机分成观察组和对照组各32例,对照组实施常规护理,观察组在此基础上加以危象预见性护理,根据评分的不同给予个体护理,观察患者术后咳嗽效果、肺部感染及肌无力危象的发生率。结果观察组较对照组术后咳嗽效果好,肺部感染及无力危象并发症的发生率低,,差异有统计学意义(P相似文献   

Introducing strategic quality management

This paper introduces strategic total quality management (STQM) as an extension of total quality management (TQM). STQM is defined as a quality management philosophy that views quality from the overall performance of a firm. It defines quality as being driven by customer and environmental needs and looks to identify critical factors that will determine the survivability and competitiveness of a firm in the near future. A contrast between total quality assurance, total quality management and strategic total quality management is presented using ten principles of quality. The dimensions of STQM are also identified and defined and STQM transformation frameworks are presented to show the process of implementing STQM. The strategic cycle presented here is linked to the popular PDCA or Deming cycle. Furthermore, top management strategies and reasoning for this new focus and strategic targets are identified, grouped and discussed.     

The effect of capacity management strategies on employees' well-being: A quantitative investigation into the long-term healthcare industry

The aim of this study is to understand the effects of different capacity management strategies on the well-being of employees in long-term healthcare organizations. Such strategies may produce psychological effects in terms of job satisfaction and well-being among employees, namely frontline employees, thus affecting service quality. We collected 2158 observations from 42 nursing homes in Italy. Our results show that all capacity management strategies addressed in this study can influence the perceived degree of fatigue or of job hazard, and some of them can influence both. Moreover, a better perception of job hazard and fatigue leads to a higher degree of reported well-being from employees, although with the former, it is only through the mediation of job satisfaction. We conclude our paper by discussing theoretical contributions and policy implications.     

基于PDCA的供应链视角下物流客户服务绩效评价研究

在系统总结国内外相关文献的基础上,设计了基于PDCA循环的供应链视角下物流客户服务绩效评价流程,并针对每个流程给出了控制重点,旨在通过对绩效评价流程的规范管理,不断提高物流客户服务绩效和供应链整体绩效水平。在绩效评价方案设计环节提出了给予供应链整体绩效提升的物流客户服务绩效评价方法和指标体系,在绩效评价方案实施环节给出了应用模糊层次分析法选择物流服务商的步骤。     

Incorporating quality into data envelopment analysis of nursing home performance: A case study

When using data envelopment analysis (DEA) as a benchmarking technique for nursing homes, it is essential to include measures of the quality of care. We survey applications where quality has been incorporated into DEA models and consider the concerns that arise when the results show that quality measures have been effectively ignored. Three modeling techniques are identified that address these concerns. Each of these techniques requires some input from management as to the proper emphasis to be placed on the quality aspect of performance. We report the results of a case study in which we apply these techniques to a DEA model of nursing home performance. We examine in depth not only the resulting efficiency scores, but also the benchmark sets and the weights given to the input and output measures. We find that two of the techniques are effective in insuring that DEA results discriminate between high and low quality performance.     

Demanding work schedules and mental health in nursing assistants working in nursing homes

Nursing home assistants have physically and emotionally challenging jobs, and they often work demanding schedules in order to provide 24-h care. While the physical effects of demanding work schedules have been studied, little is known about the impact on mental health. This study explored the relationship between demanding scheduling variables and mental health indicators of depression, anxiety and somatization. A cross-section of 473 US female nursing assistants working in nursing homes was surveyed. Work schedule characteristics included shiftwork, hours per day and week, days per week, number of weekends per month, number of double shifts per month, breaks, and number of jobs worked. Working two or more double-shifts per month was associated with increased risk for all mental health indicators, and working 6-7 days per week was associated with depression and somatization. There was a trend for increasing odds of adverse mental health with increased numbers of demanding work schedule factors. The odds of depression was increased four-fold when working 50+ h/week, more than two weekends/month and more than two double shifts/month. Providing work schedules that are less unhealthy may have implications for both worker retention and the quality of care delivered to nursing home residents.     

Demanding work schedules and mental health in nursing assistants working in nursing homes

Nursing home assistants have physically and emotionally challenging jobs, and they often work demanding schedules in order to provide 24-h care. While the physical effects of demanding work schedules have been studied, little is known about the impact on mental health. This study explored the relationship between demanding scheduling variables and mental health indicators of depression, anxiety and somatization. A cross-section of 473 US female nursing assistants working in nursing homes was surveyed. Work schedule characteristics included shiftwork, hours per day and week, days per week, number of weekends per month, number of double shifts per month, breaks, and number of jobs worked. Working two or more double-shifts per month was associated with increased risk for all mental health indicators, and working 6–7 days per week was associated with depression and somatization. There was a trend for increasing odds of adverse mental health with increased numbers of demanding work schedule factors. The odds of depression was increased four-fold when working 50+ h/week, more than two weekends/month and more than two double shifts/month. Providing work schedules that are less unhealthy may have implications for both worker retention and the quality of care delivered to nursing home residents.     

Social model of emotional labour and client satisfaction: exploring inter- and intrapersonal characteristics of the client−provider encounter

As part of healthcare organisations’ efforts to improve client satisfaction, special attention is directed to care providers’ expression of authenticity through genuine emotional displays in care encounters. The study’s aim was to test a mediating–moderating model for predicting clients’ satisfaction. The model combined intrapersonal forces (the healthcare provider’s level of caring and emotional load) and interpersonal forces (meeting the client in a team of professionals or alone, and client?provider similarity), as predictors of emotional labour strategies, and subsequent client satisfaction. Clients’ evaluation of whether or not the emotional displays were authentic was intended to moderate the link between emotional labour and client satisfaction. The sample consisted of 103 healthcare providers’ encounters with clients’ family members, randomly selected from five nursing homes. Data were collected by validated questionnaires at three time points. Mixed linear model analyses generally supported the proposed model. Meeting a client’s family in teams, ethnic similarity, and providers’ caring and emotional load stimulated higher levels of deep acting. Meeting clients alone and less emotional load involved more surface acting. These findings offer empirical support for the social interaction explanation of emotional labour, pointing to the importance of social characteristics of the service encounter in shaping emotional labour strategies and maintaining client satisfaction.     

Centralized nurse scheduling to simultaneously improve schedule cost and nurse satisfaction

Nursing managers are faced with rising turnover and shortages of qualified nursing staff. At the same time they are under increased pressure to simultaneously increase patient care and satisfaction while reducing costs. In this study, we examine the impact of centralizing scheduling decisions across departments in a hospital. By pooling nurses from multiple units and scheduling them in one model, improved costs and reduced overtime result. Reduced overtime improves schedules for nurses. Improved satisfaction levels can positively impact turnover rates among nurses. Our results show that by using a centralized model, nursing managers in hospitals can improve the desirability of nurse schedules by approximately 34% and reduce overtime by approximately 80% while simultaneously reducing costs by just under 11%.     

Quality assurance in the ambulatory care setting.

One of the most utilitarian developments in the field of quality assurance in health care has been the introduction of industrial concepts of quality management. These concepts, coupled with buyer demand for accountability, are bringing new perspectives to health care quality assurance. These perspectives provide a new view of quality assurance as a major responsibility and strategic opportunity for management; a competitive and marketable commodity; and a method of improving safety, effectiveness, and satisfaction with medical care.     

Implementing Computerization in Hospitals:

This study examines the impacts of a medical information system (MIS) upon select work related attitudes and reported work role behavior of a randomly selected group of hospital employees. Measures of attitude toward the MIS, job satisfaction, role tensions, and reports of work activities were administered at three points before and after the implementation of the system. Results of analyses of the trends that were observed suggest that over time employee attitudes toward the system became less favorable, levels of job satisfaction increased, and that the system's introduction affected several categories of reported work activity.