目的 通过对2011—2014年发生在本院的医疗纠纷进行统计分析,为医院持续PDCA改善服务质量,制定管理措施,减少医疗纠纷的发生提供理论依据。方法 对医务部医患关系办公室的纠纷登记数据汇总分析。结果 医疗纠纷的发生呈逐年下降趋势,但在接诊患者超过一定数量时出现反弹;外科部、内科部、产科部为纠纷多发部门;急诊科、新生儿科为纠纷高发科室;超过60%的医疗纠纷与医患沟通不足有关。结论 通过PDCA医疗质量管理,可以减少医疗纠纷的发生,医院在接诊量过大时应采取应对措施;医疗纠纷的多发部门、科室有规律性,应对纠纷重点部门加强管控;加强医患有效沟通是减少医疗纠纷发生的重要措施。

目的 调查分析注射剂药品说明书中有关老年人用药描述,为完善和修订注射剂药品说明书提供参考依据。方法 收集某医药公司经营300个品种注射剂的药品说明书,按药理作用、国内外生产厂家和所含成份等统计药品说明书中老年人用药内容的标注情况。结果 在所调查的注射剂药品说明书中,284份(95%)注射剂说明书标注有老年用药项,其中48份(17%) 标注老年人具体用量;236份(83%)标注模糊,标注有“老年人药代动力学”仅39份(占13%);国内外厂家的注射剂在老年人用药标注情况有差异(P<0.01)。结论 注射剂药品说明书在老年人用药方面描述不足,需引起政府和各方面的关注,相关部门应加强对注射剂药品说明书的安全监管,完善说明书的内容,以保证药品说明书的科学性、合理性和有效性。

目的 对急诊留观病历中存在的质量问题予以分析,探索提高其书写质量的有效措施,优化管理流程。方法 根据卫生部《病历书写基本规范》、《医疗机构病历管理规定》和《广东省病历书写与管理规范》对2015年6月—12月某院1200份急诊留观病历进行质量检查,对其问题进行汇总分析。结果 发现存在质量缺陷的病历998份,缺陷数4478项,以缺权利义务告知书、授权委托书或填写漏项、出观记录入观情况简单复制、缺验单、病程记录过于简单等缺陷位居前四位,占78.67%。结论 急诊留观病历缺陷突出。临床医师及医院管理者需要就此进行针对性整改,以提高和控制急诊留观病历质量。

Objective To analyze deficiencies of medical records from emergency observation room and explore effective procedures to enhance writing quality of medical records and its management. Methods One thousand two hundred medical records from emergency observation room during June to December 2015 were analyzed according principles of medical records writing,regulations for medical records management in medical institutions by Ministry of Health and regulation for medical records writing and management in Guangdong province. Results 998/1200 medical records were found with deficiency and the total deficiencies were 4478 items. The prominent four types of deficiencies, occupying 78.67%, included absence or incompleteness of the notification of the rights and obligations and power of attorney, simple copy and paste of the medical records, absence of medical test results and too simplicity of the recording of the disease process. Conclusion Prominent deficiencies were found in medical records from emergency observation room. The clinical physicians and hospital administrators should take effective procedures to improve and control the quality of the medical records.

      目的   旨在通过实证了解广东省青年中医人才岗位胜任力现状，探讨青年中医人才岗位胜任力素质特征，为青年中医人才培养提供策略。方法   通过专家咨询制定《青年中医人才岗位胜任力评价框架》并开展问卷调查，采用SPSS 26.0进行数据分析。结果   构建了包含8个一级指标、76个二级指标的《青年中医人才岗位胜任力评价框架》；广东省青年中医人才岗位胜任力自评总分整体处于及格以上水平。女性在职业价值和职业素养、临床技能、交流与沟通技能、管理能力和团队合作、批判性思维与学术科研能力的评分高于男性；不同职称在其他附加维度的评分比较具有统计学差异（P＜0.05）。结论   构建的评价框架能够有效评估青年中医人才岗位胜任力；广东省青年中医人才岗位胜任力整体处于及格水平，需重视补强短板；女性青年中医人才岗位胜任力多个维度的得分优于男性，着重提升各人群的弱项维度岗位胜任力；进一步建立健全职称评聘制度，以破五唯为导向构建符合不同级别职称的青年中医人才评价机制。

      Objective  To understand the current job competence status of young TCM talents in Guangdong Province through empirical research，to explore the characteristics of job competence and quality of young TCM talents，providing strategy for cultivating young talents in TCM．Methods The “Competency Evaluation Framework for Young TCM Talents” was developed through expert consultation and a questionnaire survey was conducted．SPSS 26.0 was used for data analysis．Results  “Job Competency Evaluation Framework for Young TCM Talents” was constructed，which included 8 primary indicator items and 76 secondary indicator items．The overall self-evaluation score of the overall job competence of young TCM talents in this study was above the passing level．Female score was higher than male in terms of professional value and professional ethics，clinical skills，communication and interpersonal skills，management ability and teamwork，critical thinking and academic research ability．There were statistically significant differences in the scores of different job titles in other additional dimensions（P＜0.05）．Conclusions  The constructed evaluation framework can effectively assess the job competence of young TCM talents．The overall competence of young TCM talents in Guangdong Province is at a passing level，and attention  should paid to  strengthening their weaknesses．Female young TCM talents have better multidimensional scores in job competence than males，and efforts should be made to focus on improving the weak dimensional job competence of various groups of people．The professional title evaluation and appointment system needs to be established and improved．A talent evaluation mechanism should be built for young TCM talents that meets different levels of professional titles，guided by the principle of breaking the five criteria．