How to do it: making audit work

The orthodontic Audit Working Party of the Faculty of Dental Surgery, Royal College of Surgeons of England, in collaboration with the Centre for Medical Education, Ninewells Hospital and Medical School, Dundee developed an audit project entitled 'Clinical Audit: Scenarios for Evaluation and Study'. The aim of the project was to contribute to the construction of clinical guidelines for orthodontists. This article, the first of a short series, describes the background to and general results of the study. Further articles will study individual aspects of the project.     

Review of When AA doesn't work for you: Rational steps to quitting alcohol.

Reviews the book, When AA doesn't work for you: Rational steps to quitting alcohol by Albert Ellis and Emmett Velten (1992). Ellis and Velten have written a practical self-help guide for the problem drinker who wants to stop drinking. It will be of particular interest to the individual who rejects Alcoholics Anonymous (AA) and is looking for an alternative approach to recovery. In this application of the principles of Rational-Emotive Therapy (RET) to substance abuse problems, the authors provide a compendium of techniques that will be appreciated by clinicians and laypersons alike. The central idea presented here is that the primary cause of problem drinking lies in the individual's belief system; specifically, the authors state that addictions and other emotional disturbances occur when "you take your preferences and desires for healthy goals (such as success, approval, comfort, and pleasure) and you turn them into strong, rigid, shoulds, oughts, musts, and commands (p. 6)." Most professionals in the addictions field would probably argue for a more complex view of the etiology of alcoholism which includes consideration of biological, social, and a variety of psychological factors. However, it is possible to recognize this book's practical utility while disagreeing with some of the authors' theoretical assertions. This book is likely to be most palatable to those who share the authors' theoretical orientation and who accept the Ellisonian principle of "omnipotence of thought." Professionals with psychodynamic backgrounds will probably find the strong devaluation of the role of insight, lack of attention to unconscious processes, and minimization of the contribution of early childhood experiences to present-day difficulties objectionable. Strong advocates of Alcoholics Anonymous are also likely to have serious disagreements with the approach presented here. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Educating young adolescents: Why we must restructure middle grade schools.

Argues that the middle grade school, one of the key socializing institutions for young adolescents, represents a turning point in the development of American youth. Changes in the structure of the economy, the demographic profile of the nation's children, and the risks faced by youth make the need for changes in middle grade education crucial. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

企业内部审计增值功能的探讨

按照国际内部审计师协会对企业内部审计的新定义,内部审计的目的是为企业实现价值的增加。从量的角度来看,增加的价值具有可计量性和不可计量性特征。随着现代企业制度的建立,内部审计的增值功能体现的将是不可计量性。内部审计机构可以通过评价和改善企业的风险管理、内部控制、参与公司治理等途径来实现其增值功能。     

Torture and its consequences: A challenge to clinical neuropsychology.

The high incidence of head trauma and other causes of brain damage during political torture challenges psychologists and other health professionals to consider the need for thorough neurological and neuropsychological evaluations of the survivors they may treat. In this article, the authors argue for contributions to the assessment, documentation, and rehabilitation of the consequences of torture from the perspective of clinical neuropsychology on the basis of ethical, humanitarian, and epidemiological considerations. Traumatic brain injury and posttraumatic stress disorder are among the most common sequelae of torture. Neuropsychologists are uniquely qualified to make significant contributions in this area. Indications and limitations of the utility of neuropsychological assessment in the documentation of torture are discussed, and a brief clinical case study is provided. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predictors of individual-level innovation at work: A meta-analysis.

Numerous narrative reviews related to innovation in work organizations have been published, yet very few quantitative reviews have been conducted. The present meta-analysis investigates the relationships between four predictor types (individual differences, motivation, job characteristics, and contextual influences) and individual-level workplace innovation. Results indicated that individual factors, characteristics of the job, and factors of the environment were moderately associated with phases of the innovation process. Implications for future research opportunities are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

What psychoanalytic institutes must do to effectively recruit academic clinical psychology researchers to become psychoanalytic candidates.

As many psychoanalysts continue to increase their interest in psychoanalytic research, there has been a concerted attempt by psychoanalytic institutes to recruit academic clinical psychology researchers into the various training programs offered at institutes. Although this goal is laudable, there are a number of issues that psychoanalytic institutes must consider to effectively recruit and retain academic clinical psychologists to become psychoanalytic candidates. First, administrators, teachers, and supervisors at psychoanalytic institutes must become aware of and appreciate the demands of professorial life, especially for junior faculty members, and second, psychoanalytic institutes must make changes that will enable them to accommodate candidates who are academic clinical psychologists. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationship of early work challenge to job performance, professional contributions, and competence of engineers.

Investigated the relationship of the work challenge experienced by 85 engineers at the beginning of their career to their subsequent job performance, professional contributions, and competence. Engineers whose initial job experience involved challenging technical work tended to contribute to knowledge relatively early and to maintain professional competence and good job performance during their careers. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A clinical audit project. Record-keeping of patient status and monitoring

This paper describes an audit of record-keeping of key information that needs to be readily available to assist in the delivery of a high standard of patient care. It resulted in the development of adhesive forms to be affixed to the front of the patient's record card. The use of these forms is described and illustrated.     

企业文化与思想政治工作的融合创新实践

企业思想政治工作与企业文化是现代中国企业软实力的两大支撑点。运用分析比较、理论联系实际等方法,以实效为出发点和落脚点,以创新为关键点和着力点,就融合思想政治工作与企业文化形成优势合力,实现企业健康发展进行了系统阐述。     

Why clinical psychology does not need alternative training models.

Current evidence suggests that the Boulder (scientist-professional) model of training in clinical psychology is eminently successful and widely accepted. The author argues that (a) alternative models of training that deemphasize research or general psychology and those programs not based in a university are unnecessary and undesirable, and (b) regardless of the type of model used, the highest level of quality is essential for the profession and the discipline of psychology. It is contended that ultimate control of the quality of education and training rests with psychology. (31 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Individual differences, early work challenge, and participation in continuing education.

Relationships of individual differences and early work challenge to participation of engineers in continuing education were investigated in a 14-yr longitudinal study. 110 newly hired engineers completed a battery of cognitive and interest tests. Engineers and managers rated work challenge 2 yrs later. Number of graduate and in-house courses completed was ascertained from company records. Results show that cognitive tests and work challenge correlated positively with graduate course participation but negatively with in-house courses completed early in the career. Enjoyment of challenging work was related to lower early in-house participation. Graduate work was positively related to interest in ideas for those strong in engineering ability. Later in the career, in-house participation was positively related to interest in things and negatively related to interest in people. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Clinical audit at the heart of clinical effectiveness

Hyponatremia is often associated with a broad spectrum of neurological symptoms, occasionally leading to death in severe cases. Recent studies have clearly indicated that too rapid correction of severe hyponatremia can cause brain demyelination, which also produces neurological morbidity and mortality in some cases. This has caused a clinical conundrum regarding optimal treatment of hyponatremia, and may leave physicians uncertain about the most appropriate therapy for this important group of patients. Despite ongoing controversy about treatment guidelines and outcomes for specific subgroups of patients, a synthesis of recent clinical and experimental results suggests that the treatment of hyponatremic patients entails balancing the risks of hyponatremia against the risks of correction for each patient on an individualized basis. Although variability for both risks is great and one cannot accurately predict those patients who will develop neurological complications from either hyponatremia or its correction, a general consensus for rational treatment guidelines has nonetheless emerged. Following a discussion of the physiology and pathophysiology of brain adaptation to hyponatremia, this review will focus on the present consensus approach to therapy of hyponatremic patients.     

Why do we work in public hospitals? Some ideas to keep in mind

Why do we work in public hospitals, what do we look for and what do we find working at these places? There are several answers. The heritage, the places where we learnt, the places where medicine is practiced. A model that feeds us. They cannot be improved and it is difficult to accept their limitations. However, many factors such as teaching, research and group work, encourage us to continue working in them. Variation and simultaneity, they are places with many variables, a living organism. The myth, the mother, that transmits its principles and behaviors, gives us a sense of life, feeds us and allows us to feed others. Economical reasons and performance. When performance of physicians is analyzed, positive values such as contact with patients, hours of discussion and study, quality of care, risks, dedication and training difficulties must be taken into consideration. Hospitals are not a patient assembly line. Fantasies and representations. We are participating in a health community and hospitals become a place for personal growth. Respect towards poverty. Helping the less fortunate. Knowledge and learning. Experiencing values. Forgotten words. Bioethics brought back several principles that are present in hospitals such as compassion, empathy, sweetness, service, humility, gratitude.     

Relationship of work to nonwork.

Explored the relationship between work and nonwork experiences in a survey of 139 employees from an electronics firm and a broadcasting company. Respondents were asked to describe both work and nonwork according to dimensions employed in the Job Diagnostic Survey. Measures of physical and psychological stress developed by M. Patchen (1970) and measures of nonwork and job satisfaction based on the Faces scale were also obtained. Absenteeism data were derived from company records. A positive relationship was found between work and nonwork summary scores, supporting a spillover model of the work–nonwork relationship. Results indicate that the nonwork score was more highly related to stress and absenteeism than was the work score. However, the work score was more highly related to job satisfaction, and the nonwork score more highly related to nonwork satisfaction. The influence of nonwork factors on job-related responses is discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)