目的 深入了解河源市某综合医院职业暴露的真实情况,评估健康风险,从而提出有效的控制措施,并提升医院员工的职业防护意识,以保障他们的健康和安全。方法 采用回顾性调查,从暴露类型、环节、病原体种类、职业类别、工龄等方面,对河源市某综合医院在2022—2023年所发生的职业暴露事件进行统计分析。结果 在2022—2023年期间,该综合医院共计发生了93例血源性病原体职业暴露事件,以锐器伤为主,共80例,占86.02%;职业暴露最多的是护理人员,共发生61例,占65.59%;工作人员中工龄≤2年的职业暴露比例最多,共有71例,占76.34%;职业暴露的发生环节主要集中在处理丢弃锐器物以及进行检查、治疗、护理操作的过程中,均为30例,占32.26%;发生职业暴露的原因主要是缺少防护,出现34例,占36.56%;职业暴露主要发生在普通病房,为37例,占39.78%;其次为门急诊,均为15例,占16.13%;职业暴露发生的暴露源传染病病原体种类以不明病原体为主,为36例,占38.70%;其次是乙型肝炎病毒,为32例,占34.40%;所有发生职业暴露的员工均接受了全面的暴露风险评估、合理的预防性用药措施以及定期的健康监测。结论 医院管理部门需加强职业安全培训,特别是针对护理人员和低年资员工,严格执行标准操作规程,提供充足防护用品,改进医疗设备设计,建立完善的监测报告和保障体系,并强化监督和管理,以降低职业暴露风险,保障员工职业安全。

Objective To gain a deep understanding of the actual situation of occupational exposure in a general hospital in Heyuan City, assess health risks, propose effective control measures,and enhance the awareness of occupational protection among hospital staff to safeguard their health and safety. Methods A retrospective study was conducted to statistically analyze the occupational exposure events that occurred in a general hospital in Heyuan City from 2022 to 2023, in terms of exposure types, links, types of pathogens, occupational categories, and years of service. Results During the period from 2022 to 2023, a total of 93 cases of occupational exposure to blood-borne pathogens occurred in the general hospital, with sharp instrument injuries being the most common, accounting for 80 cases（86. 02%）; nurses accounted for the majority of occupational exposures, with 61 cases（65. 59%）; among the staff, those with a service time ≤ two years had the highest proportion of occupational exposures, with 71 cases（76. 34%）; the main occurrence of occupational exposures was in the processes of disposing of discarded sharp instruments and conducting inspections, treatments, and nursing operations, both accounting for 30 cases（32. 26%）; the main reason for occupational exposures was lack of protection, with 34 cases（36. 56%）; occupational exposures occurred mainly in general wards, with 37 cases（39. 78%）, followed by outpatient and emergency departments, both with 15 cases（16. 13%）; the types of infectious pathogens exposed in occupational exposures were mainly unknown, with 36 cases（38. 70%）, followed by hepatitis B, with 32 cases（34. 40%）; all staff who experienced occupational exposures received comprehensive exposure risk assessments,reasonable preventive medication measures, and regular health monitoring. Conclusions Hospital management departments need to enhance occupational safety training, particularly for nursing staff and junior-level employees, strictly enforce standard operating procedures, provide adequate protective equipment, improve medical device design, establish a comprehensive monitoring and reporting system, strengthen supervision, and manage to reduce the risk of occupational exposure and ensure the occupational safety of employees.

       目的   通过横断面研究，统计郑州地区创伤骨科护理人员的人文关怀能力，分析影响其能力的相关因素。方法   采用便利抽样法，选取郑州地区医院150位创伤骨科护理人员作为调查对象。使用一般资料调查表、人文关怀能力量表对研究对象进行调查，分析郑州地区医院创伤骨科护理人员人文关怀能力。结果   共发放150份问卷，有效回收率100%。人文关怀能力量表总分为（191.22±16.15）分，三个维度均分由高到低分别为耐心（5.21±0.37）分、勇气（4.62±0.75）分、认知（4.19±0.24）。护士的人文关怀能力在年龄、工作年限、职称、用工性质、工作满意度等方面比较差异具有统计学意义（P＜0.05）。结论   本研究所在地区护理人员人文关怀能力处于中等水平，但与西方国家相比，仍有较大差距，因此在今后的临床护理培训中，应制定针对性的提高策略。

      Objective  To study the level of humanistic care ability among trauma orthopedic nurses in Zhengzhou and analyze the influencing factors．Methods  A cross-sectional study was conducted using convenience sampling to select 150 trauma orthopedic nurses from hospitals in Zhengzhou．Data were collected using a general information questionnaire and the Humanistic Care Ability Scale．Results  A total of 150 valid questionnaires were collected，with a response rate of 100%．The total score of the Humanistic Care Ability Scale was（191.22±16.15），with the dimensions scores ranked as patienc（5.21±0.37），courage（4.62±0.75）and cognition（4.19±0.24）．Significant differences in humanistic care ability were observed in terms of age，work experience，professional title，employment type，and job satisfaction（P＜0.05）．Conclusions  The humanistic care ability of trauma orthopedic nurses in Zhengzhou is at a moderate level，but there is still a gap compared to Western countries．Targeted training strategies and improving job satisfaction are recommended．

      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．