Objective To investigate the expression of S-phase kinase associated protein 2 (Skp2) in rats with acute liver failure (ALF) and its significance. Methods There were 256 male SD rats used in this study, among which 240 were injected with D-galactosamine (D-GaIN) to set up ALF model. The rats were divided into 3 groups: ALF model group, free hepatocellular transplantation group, microencapsulated hepatocyte transplantation group, which were intraperitoneally injected with 2 mL of RPMI 1640 culture medium, free hepatocellular suspension and microencapsulated hepatocyte suspension, respectively. The other 6 rats were in control group and the rest 10 rats were used for hepatocyte isolation. Expressions of Skp2 protein in hepatocytes of rats at different time points were detected by immunohistochemical technique. Levels of alanine aminotransferase (ALT), aspartate aminotransferase (AST) and total bilirubin (TBil) were detected by automatic biochemistry analyzer. The survival rate in each group was observed. Comparisons among groups were done using one-factor analysis of variance. Results Levels of ALT, AST and TBil decreased more significantly by intraperitoneal transplantation of microencapsulated hepatocytes than those by intraperitoneal transplantation of free hepatocytes (P<0. 05). Skp2 labeling indices after 36 h of injection in ALF model group, free hepatocellular transplantation group and microencapsulated hepatocyte transolantation grouo were (28. 2±6.1) %, (41.4± 10. 5) % and (68. 0±10.8) %, respectively (F=29. 08 , P<0. 05). There were 4, 6 and 11 out of 15 rats survived in the 3 groups, respectively. Conclusion The dynamic observation of Skp2 expression could be used to judge the regeneration of hepatocytes.

Objective:To conduct a survey on the difference in medical staff remuneration level and satisfaction within the eastern, central and western township health centers, explore the influencing factors on remuneration satis-faction, and put forward some suggestions. Methods:909 medical staff and 104 township health centers from 9 coun-ties in the eastern, central and western regions were investigated. The Descriptive, ANOVA and Hierarchical Linear Model ( HLM) methods were used to analyze the survey results. Results:Average annual medical staff remuneration was 28 324 Yuan in 2011 and the remuneration satisfaction was 2. 77 in five-point scale. The difference between the remuneration level (F=140. 16,P<0. 001) and remuneration satisfaction (F=240. 84,P<0. 001) among three re-gions was statistically significant. The HLM analysis indicated that the working time, workload per day in individual level and whether by practicing the policy of separation between revenue and expenditure, the number of average monthly discharged patients and the fiscal appropriation income in the township health centers level affected the remu-neration satisfaction. Conclusions:The medical staff remuneration level and satisfaction in the township health centers were low, both having a great regional difference. Therefore, the improvement of the medical personnel remuneration satisfaction is obtained through improving the revenue and expenditure, and the performance-based pay system.

The huge shortage of nursing assistants in the industry, has made it imperative and feasible to build and develop a team of nursing assistants. This paper studied the present situation and problems of the nursing assistants in China, naming such setbacks as the personnel shortage, low competence, and poor professionalism. In comparison, overseas experiences in teambuilding were introduced with recommendations raised for China. These recommendations include higher social approval of elderly care industry, innovative development mechanism of nursing assistants, appraisal mechanism for nursing assistants performance, and better fund raising mechanisms for their incentives and training.

Objective To understand the basics and existing problems of labor dispatchers at institutions of healthcare and public health, and to provide reference for its improvement. Methods In October 2017, 3548 dispatchers from 29 such institutions in Beijing were investigated to find out the basic salary and welfare, career development and labor disputes of their dispatchers. Descriptive statistics was used to analyze the data. Results Among those dispatched of 29 institutions surveyed, 51. 2％ were employed upon staffing quota, 31. 1％ were dispatched and 17. 7％ were employed in other forms. Labor dispatchers had higher educational level as a whole, mainly college and undergraduate education, accounting for 79. 6％;their social security was well assured, and there were few cases of labor disputes. Conclusions It is necessary to further improve the management of labor dispatch personnel, highlight post management, improve salary and welfare mechanism, smooth career development channels, and strengthen the awareness of risk prevention and control.