团体咨询技术在纾解警察心理压力中的适用分析

一、前言 警察是和平年代最危险的一项职业，高风险、高负荷、高强度、高投诉是其职业特点，这使警察在所有的应急性职业中，成为心理压力最大、心理障碍最多的一种职业。     

团体心理辅导在心理健康教育中的应用

团体心理辅导是针对有共同心理需要的群体，通过团体成员间的相互分享、支持、互动，认识并解决问题的一种辅导形式。随着高校心理健康工作的开展，团体心理辅导已逐渐成为大学生心理健康教育的一种有效方式。     

团体箱庭疗法在学校心理咨询中的应用与探索

近年来,大学生心理健康问题已经在我国引起了广泛的关注。通过调查研究发现当下大学生心理健康问题80%集中在人际交往方面。如何效率较高、效果显著的帮助学生解决人际关系问题,提高学生的心理健康水平,成为学校学生心理健康教育的当务之急。在以往传统团体咨询过程中,要想完成整个咨询过程对咨询师和团体来访者都是比较大的挑战,团体箱庭就在这样的形势下运用到了我们实际工作中来,为了便于工作更好、更深入的开展,选取了3个不同情况的小组进行了分析总结。     

团体辅导在高校经济困难学生教育中的应用

高校家庭经济困难学生思想教育工作是高校学生工作的重要组成部分,有效开展家庭经济困难学生思想政治教育工作对培养学生人格,促进学生身心健康发展具有重要意义。机电工程学院依托“国强班”建设,尝试将团体辅导的理论运用在家庭经济困难学生思想教育的实际工作当中,并在实践中取得了良好的效果,为进一步完善家庭经济困难学生工作奠定了实践基础。     

团体心理辅导在高职生生活适应中的作用

以团体心理辅导的方法对需要改善生活适应状况的高职生成员进行辅导,进一步探讨可行的团体心理辅导的方案,并验证其对高职生生活适应的干预效果。本文以枣庄科技职业学院学生为研究对象,从招募的82名志愿者中筛选出38人为被试,随机分成实验组与对照组,采用实验组-对照组前后测实验设计,对实验组被试进行为期8周,每周2次,每次2小时的团体心理辅导干预,对照组无干预。根据量表结果、过程研究、成员反馈等多种手段对干预结果进行评估与分析。团体心理辅导对提高高职生生活适应性水平有积极的影响,效果显著。     

如何发挥团体辅导在独立学院心理健康教育中的作用

团体辅导是有效的心理辅导形式,在独立学院心理健康教育中,可以通过"邀请"的方式,通过建立良好的咨询关系,通过处理好"效率"和"效益"的关系,通过时间上的"常态化"安排,增强和保证团体辅导的吸引力和效果。团体辅导,要避免陷入单纯聊天或单纯心理活动的误区。     

明确护士角色和搞好护患关系在妇产科护理中的应用

目的：研究并分析明确护士角色和搞好护患关系在妇产科护理中的应用。方法：选择2011年12月到2012年12月在我院妇产科治疗的50例患者为研究对象,进行综合护理,以便明确护士角色和搞好护患关系在妇产科护理中的应用方式。结果：在实际的护理工作中,护士要搞清楚自己的职责和角色位置,认真地对待医患关系,患者的满意度很高,治疗效果显著。通过对50例患者的随访记录证实,有48例患者满意,护理满意率达到了96%。结论：要担任好护理人员的角色,护士必须要明确患者的权利以及自身需要承担的义务,充分地尊重每一位患者的权利,尽好自己应付的义务。对所有的患者,不论其经济条件、身份地位,都要一视同仁,不能用自己的道德观念来判断患者的个人道德,尊重每一位患者的隐私和人格,满足患者的正当需求。     

健康教育在骨科临床护理中的应用

健康教育是整体护理的重要部分,主要是针对患者的健康需要,通过教育活动,提高其对疾病以及相关知识的认识,改变过去不健康的行为习惯,养成良好的健康行为,尽快达到康复的目的。骨科患者起病急、病程长、活动少,结合其特点开展健康教育更具有重要的现实意义。一、骨科病人的特点骨科病人大多由意外事故急诊入院,缺乏足够的心理准备及相关的疾病知识,而且病人年龄跨度大,多需卧床休息或有自理能力下降,住院期间需协助其生活护理及培养自理能力又由于骨科的病种多,手术方案不一,特别是近年来新技术、新器械的应用层出不穷,因此针对这些特点,我…     

临床路径在医院管理中的应用分析

近些年来,我国经济市场的发展越来越快,进而带动了我国医疗事业的进步,传统的医院管理方式已经无法满足人们高质量生活的要求,因此,临床路径渐渐出现在了各大医疗机构的管理过程中。临床路径这种标准化的管理模式,能够按照国家的要求,根据医院的实际发展情况来制定出更具有针对性的管理方法,促进了医院管理质量和运营效率的提升,也给广大患者带来了更好的就医体验。     

临床治理在一级医院质量管理中的应用

临床治理概念来源于英国,是为了创造更好更规范的医疗服务环境,改善医疗服务质量而制订的一系列制度和控制措施。昆山市第六人民医院在争创二级医院的过程中运用临床治理理念,通过加强医院文化建设,建立和完善质量管理体系和监测预警机制,开展多形式的监督,不断改进医疗服务环境等措施来不断提升医疗服务质量,减少医疗差错,提高服务效率,更好地为人民健康服务。     

The Job Demand-Control (-Support) Model and psychological well-being: a review of 20 years of empirical research

The Job Demand-Control (JDC) model (Karasek, 1979) and the Job Demand-Control-Support (JDCS) model (Johnson, and Hall, 1988) have dominated research on occupational stress in the last 20 years. This detailed narrative review focuses on the JDC(S) model in relation to psychological well-being. It covers research from 63 samples, published in the period 1979-1997. In the review a distinction is drawn between two different hypotheses prevailing in research on the models. According to the strain hypothesis of the JDC model, employees working in a high-strain job (high demands-low control) experience the lowest well-being. The buffer hypothesis states that control can moderate the negative effects of high demands on well-being. Translating these hypotheses to the expanded JDCS model, the iso-strain hypothesis predicts the most negative outcomes among workers in an iso-strain job (high demands-low control-low social support/isolation), whereas the buffer hypothesis states that social support can moderate the negative impact of high strain on well-being. Although the literature gives considerable support for the strain and iso-strain hypotheses, support for the moderating influence of job control and social support is less consistent. The conceptualization of demands and control is a key factor in discriminating supportive from nonsupportive studies. Only aspects of job control that correspond to the specific demands of a given job moderate the impact of high demands on well-being. Furthermore, certain subpopulations appear to be more vulnerable to high (iso)strain, whereas others benefit more from high control. On the basis of the results of this review, suggestions for future research and theoretical development are formulated.     

The Job Demand-Control (-Support) Model and psychological well-being: A review of 20 years of empirical research

The Job Demand-Control (JDC) model (Karasek, 1979) and the Job Demand-Control-Support (JDCS) model (Johnson, and Hall, 1988) have dominated research on occupational stress in the last 20 years. This detailed narrative review focuses on the JDC(S) model in relation to psychological well-being. It covers research from 63 samples, published in the period 1979-1997. In the review a distinction is drawn between two different hypotheses prevailing in research on the models. According to the strain hypothesis of the JDC model, employees working in a high-strain job (high demands-low control) experience the lowest well-being. The buffer hypothesis states that control can moderate the negative effects of high demands on well-being. Translating these hypotheses to the expanded JDCS model, the iso-strain hypothesis predicts the most negative outcomes among workers in an iso-strain job (high demands-low control-low social support/isolation), whereas the buffer hypothesis states that social support can moderate the negative impact of high strain on well-being. Although the literature gives considerable support for the strain and iso-strain hypotheses, support for the moderating influence of job control and social support is less consistent. The conceptualization of demands and control is a key factor in discriminating supportive from nonsupportive studies. Only aspects of job control that correspond to the specific demands of a given job moderate the impact of high demands on well-being. Furthermore, certain subpopulations appear to be more vulnerable to high (iso)strain, whereas others benefit more from high control. On the basis of the results of this review, suggestions for future research and theoretical development are formulated.     

消极互惠:心理契约违背对商业模式创新的影响机理研究——一个有调节的中介模型

创新者的心理契约对其在组织中的创新行为起到重要的影响作用,但对心理契约违背如何影响商业模式创新还缺乏深入的探究。论文从消极认知的视角出发,以社会交换理论、马斯洛需求层次理论及认知失调理论为基础,运用结构方程模型与Bootstrap相结合的方法,探讨了心理契约违背对商业模式创新的作用路径,重点分析了自我实现破坏的中介作用以及职场排斥对这一中介路径的调节作用。研究结果表明:(1)心理契约违背对商业模式创新的直接作用不显著;(2)自我实现破坏分别在交易契约违背、发展契约违背、关系契约违背与商业模式创新的关系中起到完全中介作用;(3)职场排斥在自我实现破坏与商业模式创新间的关系中起到调节作用;(4)职场排斥在心理契约违背、自我实现破坏与商业模式创新的中介关系中起到调节作用。在此基础上,研究提出了相关建议。     

The association between blood pressure and work stress: The importance of measuring isolated systolic hypertension

The objective was to study whether the relationships between elevated blood pressure and (a) work stress as related to the stressor overtime, and (b) unwinding after work, depend on what kind of criteria are used for the diagnosis of hypertension. A total of 126 healthy men (aged 20-66 years) employed in white-collar jobs were tested over 24 hours by means of ambulatory blood pressure monitoring on a regular working day. Four groups were defined according to their blood pressure status: normotensives (NT), hypertensives (HT), isolated systolic hypertensives (ISH), and isolated diastolic hypertensives (IDH). No differences of age, body mass index, overtime work, and disturbed unwinding were found between the normotensives and the hypertensives. ISH was found to be related to working overtime and to disturbed unwinding but not to biological risk factors; IDH, however, was related exclusively to the biological risk factor high body mass index. Thus, significant differences associated with overtime were found between ISH and both NT and IDH, with the isolated systolic hypertensives carrying out more than twice as much overtime as the normotensives or isolated diastolic hypertensives. More men with a disturbed ability to relax and vital exhaustion were found in the ISH group than in the NT group. It seems that, in addition to the usual diagnosis of hypertension, the classification of ISH and IDH adds new information about the relationship between blood pressure elevation and both work stress and disturbed unwinding.     

构成型模型在用户满意度测量模型中的应用

本文研究构成型外部关系模型在用户满意度测量模型中的应用问题。作者分析了常见用户满意度测量模型中各个结构变量的外部关系,说明模型中某些结构变量符合构成型模型的要求。作者进一步将预期质量和感知质量的外部关系定义为构成型模型,并分析实际数据。结果说明,针对用户满意度测量模型中的某些结构变量采用构成型模型是合理的,构成型模型可以比反映型模型提供更多的信息。     

The moderating role of social support in Karasek's job strain model

This paper examines whether social support is a boundary-determining criterion in the job strain model of Karasek (1979). The particular focus is the extent to which different sources of social support, work overload and task control influence job satisfaction, depersonalization and supervisor assessments of work performance. Hypotheses are tested using prospective survey data from 80 clerical staff in a university setting. Results revealed 3-way interactions among levels of support (supervisor, co-worker, non-work), perceived task control and work overload on levels of work performance and employee adjustment (self-report). After controlling for levels of negative affect in all analyses, there was evidence that high levels of supervisor support mitigated against the negative effects of high strain jobs on levels of job satisfaction and reduced reported levels of depersonalization. Moreover, high levels of non-work support and co-worker support also mitigated against the negative effects of high strain jobs on levels of work performance. The results are discussed in terms of the importance of social support networks both at, and beyond, the work context.     

Individual differences in the perception of occupational stress and their association with blood pressure status

Abstract

Casual blood pressure (BP) was recorded in a sample of 217 working adults. A questionnaire was used to obtain subjective reports of job stress. comparisons were made between a group with elevated BP and a normotensive group. The high BP group appeared to perceive more stress. In particular, scores on the role conflict, job versus non-job conflict and type A scales reliably differentiated the groups. In contrast, for the job satisfaction items, no difference between the groups was observed. There appeared to be some association between reported occupational stress and BP level.     

Individual differences in the perception of occupational stress and their association with blood pressure status

Casual blood pressure (BP) was recorded in a sample of 217 working adults. A questionnaire was used to obtain subjective reports of job stress. comparisons were made between a group with elevated BP and a normotensive group. The high BP group appeared to perceive more stress. In particular, scores on the role conflict, job versus non-job conflict and type A scales reliably differentiated the groups. In contrast, for the job satisfaction items, no difference between the groups was observed. There appeared to be some association between reported occupational stress and BP level.     

The Role of Clinical and Process Quality in Achieving Patient Satisfaction in Hospitals

Managers constantly struggle with where to allocate their resources and efforts in managing the complex service delivery system called a hospital. In the broadest sense, their decisions and actions focus on two important aspects of health care—clinical or technical medical care that emphasizes “what” the patient receives and process performance that emphasizes “how” health care services are delivered to patients. Here, we investigate the role of leadership, clinical quality, and process quality on patient satisfaction. A causal model is hypothesized and evaluated using structural equation modeling for a sample of 202 U.S. hospitals. Statistical results support the idea that leadership is a good exogenous construct and that clinical and process quality are good intermediate outcomes in determining patient satisfaction. Statistical results also suggest that hospital leadership has more influence on process quality than on clinical quality, which is predominantly the doctors' domain. Other results are discussed, such as that hospital managers must be mindful of the fact that process quality is at least as important as clinical quality in predicting patient satisfaction. The article concludes by proposing areas for future research.     

The role of gender and job level in coping with occupational stress

The aim of the study was to investigate the relationship between coping and health problems in the context of gender and level in the organization. Questionnaire data were collected from 279 women and men (100 managers and 179 non-managers) at a sales department in a Swedish telecom company in which men and women worked at similar tasks. It was hypothesized that, if gender and level in the organization were controlled for, the use of problem-focused strategies would be associated with fewer health problems and the use of emotion-focused strategies with greater health problems. It was also predicted that men and women at a similar organizational level would not differ in their use of problem-focused coping strategies. The results showed, contrary to the hypothesis, that when level and gender were controlled for, no relation between problem-focused strategies and health was obtained. Instead the emotion-focused strategy of Seeking emotional support was associated with fewer health problems, whereas Focus on emotions and Alcohol/drug disengagement were associated with more symptoms. Coping was at least partly related to level. At a managerial level the men and the women used basically the same strategies whereas at a non-managerial level traditionally-conceived coping patterns were evident.