Under the background of deepening the reform of medical and health system,the reform of public hos-pital salary system reform faces the dual challenges of realizing the value of knowledge and maintaining public wel-fare.Based on the public value theory,it constructs a synergistic analytical framework of"knowledge value and pub-lic welfare"to reveal the internal logic and realization path of public hospital pay system reform.Through the mecha-nisms of policy design reconstruction,assessment system innovation,remuneration structure optimization and multi-dimensional collaborative governance,the current systemic obstacles such as incentive alienation,misalign-ment of assessment,and insufficient financial compensation can be effectively solved.It is necessary to build a pub-lic value target,construct a synergistic system of"constraints and incentives",and activate the main motivation of medical staff to form a closed loop of"target-setting-mechanism-driven-practice-feedback"value cycle.It pro-vides a theoretical innovation path for the reform of public hospital remuneration system,and has important reference value for balancing the efficiency and fairness of medical services.

The design of the salary structure in public hospitals is an important part of the salary system reform.The salary structure is in a dynamic evolutionary process as the reform deepens,and at this stage,it is gradually shifting towards a development direction that emphasizes incentive-based salary performance.Continuous optimization of the salary structure is key to exploring the accurate measurement of doctors' value and the sustainable development of the hospital's public welfare attributes.Through literature research and comparative analysis,it presented a tabular presentation of the four incentive compensation models formed so far in the dynamic optimization of China's public hospitals after the new healthcare reform,and to conduct a comparative analysis of their respective advantages and disadvantages,in order to provide reference and information for the continuous optimization of the pay structure of public hospitals.

Based on the theoretical framework of incentive compatibility,it analyzes the experience of the annual salary system of deans in the reform of public hospitals,summarizes the systemic efficacy and limitations of the annual salary system of deans,and extracts the empirical insights for the reform of physicians' remuneration.The annual salary system of deans cuts off the link between salary and economic gain,strengthens the assessment of public welfare,and initially realizes the incentive compatibility,but there are also assessment defects and incentive imbalance risks.The annual salary system for doctors needs to build a hierarchical and dynamic assessment system,and rely on medical insurance payment and financial protection to break the system's island effect.In the future,the appraisal framework should be dynamically optimized with regional differences,so as to promote the higher-order compatibility of individual rationality and public welfare attributes.

The reform of salary system in public hospitals is a key link in deepening the reform of medical and health system,which is of great significance to improving the quality of medical services.With the help of Smith policy implementation process model,it constructs the theoretical framework of policy analysis,and analyzes the implementation dilemma of the salary system reform in public hospitals from four dimensions of idealized policy,implementing agency,target group and policy environment.There are the core problems of contradiction between policy and demand,administrative dominance and specialty deficiency,incentive imbalance and external environment restriction.Put forward the development path of public welfare oriented adjustment mechanism,establishing a collaborative supervision system,building a compound incentive model,and building a salary community.

Objective To explore and analyze the incentive changes before and after the implementation of the annual salary system in public hospitals to provide guidance for the implementation.Methods Using the principal-agent theory,construct the structure and model of government,hospitals and doctors,and analyze the salary incentive before and after the implementation of the annual salary system.Results Former doctors"seek profit"and hospital"income orientation"conflict with the government public welfare goals;after implementation,doctors transfer"public welfare"and hospital and government goals seek"public welfare coordination",but there are also new problems such as insufficient incentives.Conclusion If public hospitals successfully implement the annual salary system,they should adopt fine parameter design,supporting system and dynamic equilibrium mechanism.

Objective To explore the suitability of performance appraisal tools in the annual salary system reform of public hospitals,and to propose a differentiated configuration plan to optimize the effectiveness of the compensation system.Methods Through the formula deduction and deductive method,it systematically assesses the suitability and conflict points of the three tools of KPI,RBRVS and 360-degree appraisal under the framework of the annual salary system,and the comparative research method,and propose a differentiated configuration scheme based on multi-dimensional scenarios.Results KPI is suitable for short-term efficiency goals but needs to prevent quantitative bias,RBRVS embodies technical value in technology-driven departments but there is a risk of profit-seeking,and 360-degree assessment strengthens long-term development but the implementation cost is high.It needs to be dynamically adjusted in combination with the regional economic level,hospital scale and departmental functions,and implemented with the technical support of information technology.Conclusion Public hospitals should differentiate the selection of performance appraisal tools according to the specific context and establish a dynamic adjustment mechanism to realize the benign interaction between the appraisal tools and the annual salary system reform,and to promote the sustainable development of hospitals and the enhancement of the value of medical services.

Objective To explore the driving forces behind the changes in the salary system of public hospitals in China and provide scientific evidence and policy recommendations for further improving the salary system.Methods Using the multiple streams theoretical framework,combined with bibliometric analysis and policy texts analysis,to deeply understand the factors influencing the salary system reform of public hospitals.Results The problem stream highlights issues such as low salary levels,structural imbalances,and insufficient incentives:the average wage of health and social work employees is only 1.19 times the national average,with a disproportionately low share of ba-sic salary and allowances.The policy stream is grounded in the accumulation of long-term academic research and lo-cal pilot experiences:from 2002 to 2025,attention to hospital remuneration has steadily increased;the pilot reform in Sanming City led to an average annual salary growth rate of 11.87％for medical staff.The political stream is driven by the government's"Healthy China"strategy and public opinion orientation:the reform of the public hospital sala-ry system from 1993 till now can be divided into three stages,with reform objectives gradually shifting towards the establishment of a scientifically sound and rational salary distribution system.The synergy of these three streams has facilitated the opening of a"policy window"for salary system reform in public hospitals.Conclusion It is essential to establish a dynamic salary adjustment mechanism,encourage the participation of experts and stakeholders in the policymaking process,and better align with national reform orientations.

Anxiety disorder is a highly prevalent psychological illness, and research has shown that obesity is a significant risk factor for its development. This study explored the ameliorative effects and mechanisms of saponins from Panax japonicus(SPJ) on anxiety disorder in mice fed a high-fat diet(HFD). Fifty C57BL/6J mice were randomly divided into normal control diet(NCD) group, HFD group, and low-and high-dose SPJ groups. At week 12, six mice from the HFD group were further divided into a control group(treated with DMSO) and an exogenous fibroblast growth factor 21(FGF21) group(administered rFGF21). The anxiety-like behavior of the mice was assessed using the open field test and elevated plus maze test. Hematoxylin-eosin(HE) staining and oil red O staining were performed to observe pathological changes in the liver and adipose tissue. Glucose metabolism was evaluated through the glucose tolerance test(GTT) and insulin tolerance test(ITT). Western blot analysis was performed to detect the expression of FGF21 and its downstream-related proteins in the liver and cortex, along with the expression of brain-derived neurotrophic factor(BDNF), disks large homolog 4(DLG4), and synaptophysin(SYP) in the cortex. Real-time quantitative fluorescent PCR(qPCR) was used to detect the expression of FGF21 and its receptor genes in the liver and cortex. Immunofluorescence staining was employed to examine the expression of neuronal activator c-Fos, FGF21, and the FGF21 co-receptor β-klotho in the cerebral cortex. The results showed that SPJ significantly improved the frequency of activity in the open arms of the elevated plus maze and the central area of the open field in HFD mice, up-regulated the expression of BDNF, DLG4, and SYP, and effectively alleviated anxiety-like behaviors in HFD mice. Compared with the NCD group, HFD mice exhibited up-regulated expression of FGF21 in the liver and cerebral cortex, while the expression of fibroblast growth factor receptor 1(FGFR1) and β-klotho was significantly down-regulated, suggesting that HFD mice exhibited FGF21 resistance. SPJ markedly up-regulated the β-klotho levels in HFD mice, reversing FGF21 resistance. Further comparison with exogenously administered FGF21 revealed that SPJ activates brain cortical regions in a consistent manner, and additionally, SPJ promotes the number and colocalization of c-Fos and β-klotho positive cells in the brain cortex. In summary, SPJ effectively alleviates anxiety-like behaviors in HFD mice. Its mechanism is associated with up-regulation of β-klotho expression in the brain, reversal of FGF21 resistance, and subsequent activation of neurons in the cerebral cortex and amygdala.
Animals ; Diet, High-Fat/adverse effects* ; Fibroblast Growth Factors/genetics* ; Mice ; Male ; Panax/chemistry* ; Mice, Inbred C57BL ; Anxiety/etiology* ; Saponins/administration & dosage* ; Brain-Derived Neurotrophic Factor/genetics* ; Humans ; Liver/metabolism* ; Drugs, Chinese Herbal/administration & dosage*

Objective To analyze the causes and compensation characteristics of medical damage disputes in Anhui Province in recent years,and provide reference suggestions for effectively controlling and reducing the incidence of medical errors and doctor-patient conflicts.Methods The 1 876 cases of medical damage disputes in Anhui Province from 2017 to 2022 were included in the judgment documents network,and their occurrence years and causes of disputes were analyzed.Results The number of medical malpractice cases did not decrease significantly,and the average amount of compensation continued to increase;the top three causes of disputes were improper treatment or surgery(54.6%),and the average first place of actual compensation was improper medication or adverse drug reactions,and in terms of hospital level,1 009 cases(53.8%)were concentrated in tertiary public hospitals,the average actual compensation amount of private hospitals ranked first;the top three departments were surgery(44.62%);the highest incidence of damage was death(40.2%),and the average compensation amount for first-class disability was the highest.Hospitals were mainly responsible for secondary responsibilities(38.7%).Conclusion The contradiction between doctors and patients is still serious,so it is necessary to promote the construction of tight medical association and medical community,guide the allocation of medical resources,pay attention to risk sharing and management optimization,and reduce the incidence of medical damage disputes.

Objective:Exploring the association rules of factors influencing high hospitalization costs for cancer patients, providing references for hospitals to optimize medical cost management measures.Methods:In the inpatient case information system of a tertiary general hospital, the medical record homepages of inpatients in the DRG groups of the oncology department in 2022 were obtained. The upper four scores of hospitalization costs was used as the threshold for patient grouping. Patients with hospitalization costs≥this threshold were the high-cost group, while other patients were control group; 12 factors, including age, gender, and admission condition, etc, were considered as potential influencing factors of high hospitalization costs. FP-Growth and Apriori algorithms were used to excavate the potential association rules between the influencing factors of high hospitalization costs. Logistic regression was used to analyze the independent influencing factors of high hospitalization costs.Results:A total of 5 512 hospitalized patients were included, including 1 378 patients in the high-cost group. Thirteen validated strong association rules for factors influencing high hospitalization costs were obtained, of which the rule antecedents included age (≥70 years), number of days in hospital (≥7 days), other diagnoses (≥5), surgery, planned readmission, use of antibiotics, admission (general/critical), living admission score (61~99), level of care (level 1/level 2), non-day ward, criticality during hospitalisation. Logistic regression results showed that all nine influencing factors except gender, use of antibiotics, and readmission plans were independent influences on high hospitalization costs ( P<0.05). Conclusions:The joint application of FP-Growth and Apriori algorithm could effectively explore the association rules of high hospitalization costs for oncology patients. The early warning information mainly included the number of hospitalization days, the number of other diagnoses, surgeries, and so on. It was suggested that medical institutions can reasonably control the high hospitalization costs through clinical pathway management, diagnosis and treatment process reengineering, admission risk assessment, and multidisciplinary collaborative diagnosis and treatment strategies.