The paper discusses specifically ways of putting into practice the idea of people first in developing hospital culture by starting with its three structural layers: spiritual culture, system culture and behavior culture. These include cultivating in a practical manner humanistic core values and hospital spirit, setting up and improving systems of humanistic management and adopting; a humanistic approach to employee management, and cultivating the idea of patient-centered care and delivering humanistic medical services.

Objective To find out through case studies about the current situation of resident training in hospitals unaffiliated to medical colleges so as to provide departments of health administration with basis for perfecting resident training contents and methods. Methods Interviews were conducted with the administrative staff and questionnaire surveys were undertaken on the department heads and residents in three hospitas, and then a statistical analysis was made of the results. Results Preliminary conditions for resident training were in place in some departments of the three hospitals and the department heads and residents were aware of the importance of resident training. Conclusion Preliminary conditions for resident training are in place in some departments of the second-tier hospitals and above that are unaffiliated to medical colleges and some achievements have been made in previous resident training. However, there are still some problems.

An analysis of the existing incentives mechanism of performance appraisal for community health service centers, and insight into the challenges for linking the post performance appraisal in community health service centers with incentive measures. It is pointed out the administrators should take a variety of measures including material incentive, target incentive, knowledge incentive, and emotional incentive among others. In addition, such measures should be used sophistically, flexibly and reasonably, while timing of incentives should meet the human resource needs of the institution, notably a combination of positive incentive with negative ones,, mostly the former incentive.

A brief description of performance appraisal as used in the healthcare sector, and an analysis of problems existing in performance appraisal for posts in community heahhcare organizations in the country. The paper proposes a job-analysis based performance appraisal for such posts, featuring the appraisal model of "performance + skills + attitude+ work intensity". On the basis of work analysis, a job description should be worked out for such healthcare workers as doctors, nurses and prevention workers in community healthcare organizations, aided by a targeted job-based performance appraisal system. These efforts can effectively enhance the job performance in such organizations, catering to the healthcare needs of community residents.

In the marketing theory, service disparity model is a simple effective tool, capable of figuring out the five clusters of reasons leading to service failure. This article applies it in the community health service domain. Through the efforts of healing the five gaps in service delivery, including Consumer expectation-management perception gap, Management perception-service quality specification, Service quality specifications-service delivery gap Consumer expectation-management perception gap and Service delivery-external communications gap, we hope to improve the community health service quality radically.

rvice employees had a low scores as comparing with their salaries, benefits and workloads.And 28.2% employees had once the idea of resigning.

Objective To find out about the current situation of the health managerial personnel contingent and explore appropriate career training channels. Methods Data on the professionalism of health managerial personnel both at home and abroad in the last five years was summarized through literature review and on the spot investigation and a survey was made by stratified sampling on the basic information, health management career, professionalism awareness, experience in health management training, and career training damands of 2 128 health managerial personnel in Beijing, Zhejiang and Shanxi. Results As a result of the literature review, the primary connotation of professionalism of health managerial personnel was clarified, the major shortcomings existing in the health managerial personnel contingent identified, and the problems confronting health management education pinpointed. Conclusion The current situation of the health managerial personnel contingent is a far cry from the demand for professionalism. It is imperative to popularize on the job training in health management, develop degree education in health management, and formulate and implement supporting policies and measures so as to speed up the professionalism of health managerial personnel.

Objective: The American Heart Association released the Life s Essential 8 (LE 8) for the overall evaluation of cardiovascular health (CVH) on individual level. The present study aimed to describe the overall CVH in Chinese school aged children using LE 8 metrics. Methods: Data of the present analysis came from a national representative multicentered cross sectional study conducted in 7 provinces of China in 2013. The original study used a multistage cluster sampling method. A total of 10 326 children aged 5 to 19 years with complete data of health behaviors and health outcomes were included in the study. Children s health behavior indicators included diet, physical activity, nicotine exposure and sleep health. Health outcome factors included body mass index, fast blood glucose, lipid profile and blood pressure. Results: The median CVH score was 73.3 ( IQR =14.4) in boys and 73.4 ( IQR = 13.5) in girls. Compared to children aged ≤9 years, the health behavior scores were lowest in the 13-15 age group, with boys scoring 7.73 lower (95% CI =-8.35--7.12, P <0.01) and girls scoring 9.15 (95% CI =-9.83--8.48, P <0.01) lower. The ≥16 age group had the lowest health outcome scores, with boys scoring 7.85 (95% CI =-9.07--6.63, P <0.01) lower and girls scoring 6.11 (95% CI =-7.12--5.09, P <0.01) lower. Conclusions Chinese school aged children are generally at a moderate level of cardiovascular health. Specific LE 8 components vary substantially between groups and therefore require targeted intervention strategies.

OBJECTIVES: The long-term trends of cognitive function and its associations with physical performance remain unclear, particularly in Asian populations. The study objectives were to determine cognitive trajectories in middle-aged and elderly Chinese individuals, as well as to examine differences in physical performance across cognitive trajectory groups. METHODS: Data were extracted from the China Health and Retirement Longitudinal Study. A total of 5,701 participants (47.7% male) with a mean age of 57.8 (standard deviation, 8.4) years at enrollment were included. A group-based trajectory model was used to identify cognitive trajectory groups for each sex. Grip strength, repeated chair stand, and standing balance tests were used to evaluate physical performance. An ordered logistic regression model was employed to analyze differences in physical performance across cognitive trajectory groups. RESULTS: Three cognitive trajectory groups were identified for each sex: low, middle, and high. For both sexes, higher cognitive trajectory groups exhibited smaller declines with age. In the fully adjusted model, relative to the low trajectory group, the odds ratios (ORs) of better physical performance in the middle cognitive group were 1.37 (95% confidence interval [CI], 1.17 to 1.59; p<0.001) during follow-up and 1.40 (95% CI, 1.20 to 1.64; p<0.001) at the endpoint. The ORs in the high trajectory group were 1.94 (95% CI, 1.61 to 2.32; p<0.001) during follow-up and 2.04 (95% CI, 1.69 to 2.45; p<0.001) at the endpoint. CONCLUSIONS Cognitive function was better preserved in male participants and individuals with higher baseline cognitive function. A higher cognitive trajectory was associated with better physical performance over time.

Objective:To explore the design of an evaluation index system with feasibility and appropriateness, and to conduct cloud model evaluation, in order to provide reference for the high-quality development of public traditional Chinese medicine(TCM) medical institutions in China.Methods:The Delphi method and analytic hierarchy process were used to construct an evaluation index system for public TCM medical institutions and calculate the index weights. Then the cloud model theory was applied to comprehensively evaluate the index system.Results:The index system of TCM medical institutions including 5 primary indicators and 12 secondary indicators of " external governance" module and 9 primary indicators and 62 secondary indicators of " internal management" module was constructed. The cloud model of the index system was(4.608, 1.022, 0.151), and the cloud rank was in the range of " very good" .Conclusions:The indicator system constructed in this study is relatively objective, scientific, and reasonable. While ensuring the accuracy and credibility of the evaluation results, it also adds evaluation information, which has certain guiding significance for promoting the high-quality development of public TCM medical institutions.