Objective To evaluate the effect of situational leadership theory training on head nurses’ leadership style in nursing management, and summarize the application methods of situational leadership theory. Methods In December 2013, by means of convenience cluster sampling method, 154 head nurses of West China Hospital of Sichuan University were selected for a Leadership Style Self-rating Questionnaire survey, of whom 84 attended the situational leadership theory training one month ago. The questionnaire score was compared between the trained head nurses (the trained group) and the non-trained ones (the non-trained group). Results A total of 154 questionnaires were issued, and 109 valid ones were recovered, in whom 72 were trained by the situational leadership theory while the other 37 were not. The average scores of head nurses’ flexibility and efficacy in the trained group (22.35±5.12 and 55.67±7.59) were higher than those in the non-trained group (19.03±4.05 and 50.95±5.30), and the proportions of head nurses with high flexibility and high efficacy in the trained group (61.1% and 31.9%) were higher than those in the non-trained group (32.4% and 8.1%), and the differences above were statistically significant (P<0.05). Conclusions The training of the situational leadership theory can improve the application of theory to clinical nursing management and promote the head nurses’ flexibility and efficacy to accelerate their work enthusiasm and personal improvement. It can also promote team cohesion and sense of accomplishment by creating a positive team atmosphere to make the efficient usage of limited human resources.
Standardized resident training is one of the important contents of reform of the medical and health system. Meanwhile, it is the key part of education for medical graduates, and serves as a bridge for the cultivation of high-level medical talents. This article analyzes the necessity of standardized resident training, current situation and the difficulties faced, puts forward feasible suggestions based on previous practices, and envisions the future of training work.
We summarize the primary structure, objective and achievements of the resident standard training program in West China Hospital of Sichuan University during the past decade. We also give some advices on how to develop and accomplish future goals of resident standard training.
Objective Through investigating and analyzing the training status quo of rural doctors in Liangshan Yi Autonomous Prefecture of Sichuan province, to find out problems existing in the training. Methods In October 2010, the on-site questionnaires were distributed to 300 rural doctors from 13 counties who were studying at medical schools of Liangshan Prefecture. The data of their training status were recorded with Epidata 3.0 software and then analyzed with SPSS 16.0 software. Results Among the total 300 questionnaires distributed, 279 were valid with the response rate of 93%. The results showed that: rural doctors in Liangshan Prefecture were generally low in education background and short of knowledge and skills, and took over the burden of the training tuition; and the training content was not fully correlated with theirs actual demands. Conclusion This paper suggests, the in-service training should be conducted on the following bases: the actual situation of Liangshan Prefecture, the adequate consideration of characters of minority region, the improvement of training quality, and the formulation of supporting policies and implementing methods.
ObjectiveTo compare whether the training process of commissioned training residents from Tibet and non-commissioned training residents have achieved homogenized.MethodsThe training time and operation frequency data of 170 commissioned training residents from Tibet and 96 non-commissioned training residents of grade 2016 during the 19 months from September 2016 to April 2018 were collected. The 25 operational data of 11 departments that are representative and comparable are compared.ResultsThe two types of trainees completed the rotation of 47 different departments within 19 months, of which 45 departments were the departments where both types of students were rotated. Among these 11 departments, the average training time of trainees from Tibet in the Departments of Anesthesiology was lower than that of non-commissioned trainees (Z=–4.543, P<0.001). There were statistically significant differences in 7 of the 25 operating data (P<0.05). The operation number of arterial puncture and ventilator management (Intensive Care Unit); patient treatment (Department of Emergency); arterial puncture, ventilator management and intraoperative monitoring (Department of Anesthesiology) of trainees from Tibet were lower than those of non-commissioned trainees (P<0.05). The operation number of lung and mediastinal examinations (Department of Radiology) of trainees from Tibet was higher than that of non-commissioned trainees (P<0.05).ConclusionsDuring the training of the two types of trainees, the rotation schedule was basically the same, but there were differences in the clinical practice operations. Trainees from Tibet have higher requirements for radiology training. Trainees from Tibet will return to Tibet with independent practice needs, so their requirements of medical imaging skills operation would be higher. Due to language and training time, the critically ill, emergency first aid, and surgical skills of trainees from Tibet are not as good as those of non-commissioned trainees, and they need to gradually strengthen and improve these skills in subsequent trainings.