Objective To systematically understand the current situation of personnel disputes and put forward tar-geted opinions and suggestions,providing theoretical basis and data support for future research on personnel dis-putes in public hospitals.Methods Based on grounded theory and using NVivo 12 software,it makes a qualitative study on 374 second-instance judgments of personnel disputes in public hospitals retrieved from China Judgment Document Network.Results Through three-level coding of the judgments,found that personnel disputes in public hospitals had characteristic rules in three core nodes:the focus of the dispute(437 reference points),the applica-ble laws and regulations(1 005 reference points),and the winning party(374 reference points),among which the focus of the dispute was mostly the performance and termination of the employment contract.The applicable laws and regulations were mostly general laws and regulations,while the exclusive laws and regulations on personnel were lacking,and the winning parties were mostly hospitals.Conclusion Public hospitals can prevent and reduce the occurrence of personnel disputes from four aspects:strengthening the management of employment contracts,ful-ly fulfilling the obligation of informing establishing an in-hospital mediation mechanism and actively responding to dis-putes.

Objective To systematically understand the current situation of personnel disputes and put forward tar-geted opinions and suggestions,providing theoretical basis and data support for future research on personnel dis-putes in public hospitals.Methods Based on grounded theory and using NVivo 12 software,it makes a qualitative study on 374 second-instance judgments of personnel disputes in public hospitals retrieved from China Judgment Document Network.Results Through three-level coding of the judgments,found that personnel disputes in public hospitals had characteristic rules in three core nodes:the focus of the dispute(437 reference points),the applica-ble laws and regulations(1 005 reference points),and the winning party(374 reference points),among which the focus of the dispute was mostly the performance and termination of the employment contract.The applicable laws and regulations were mostly general laws and regulations,while the exclusive laws and regulations on personnel were lacking,and the winning parties were mostly hospitals.Conclusion Public hospitals can prevent and reduce the occurrence of personnel disputes from four aspects:strengthening the management of employment contracts,ful-ly fulfilling the obligation of informing establishing an in-hospital mediation mechanism and actively responding to dis-putes.

Objective:To understand the current status of postdoctoral team construction and scientific research capacity of a university affiliated hospital, and provide guidance and evidence for optimizing the post-doctoral management in the hospital.Methods:A self-designed questionnaire was used to collect information from all postdoctoral research fellows who entered the hospital from 2016 to 2020, statistical analysis of data collected was completed.Results:From 2016 to 2020, the hospital has recruited 38 postdoctoral research fellows in total, with an average age of 28.95±1.77 years old. The co-supervisors can provide regular and adequate guidance to postdoctoral research fellows. The average score of postdoctoral research problem-solving ability is 3.93±0.51, among which the dimensionality of retrospective and reflection ability is the highest, with an average of 4.21±0.51, and the ability to identify and discover problems is the lowest, with an average of 3.58±0.68.Conclusions:The hospital's postdoctoral team construction has begun to take shape. With the joint effort of the hospital, co-supervisors and postdoctoral research fellows, the postdoctoral personnel have got strong scientific research capabilities, have obtained certain scientific research results, and have considerable development potential. Initial success has been achieved in postdoctoral training in the hospital.

Objective Taking the construction of full-time clinical scientific research team at Peking University Cancer Hospital as an example,explore the effective way to build a scientific research talent team in university affiliated hospitals.Methods To analyze the work of constructing a full-time clinical research team at Peking University Cancer Hospital,summarize the experiences,identify existed problems and make appropriate suggestions from following aspects:the significance of establishing the clinical full-time scientific research team,the formation process and the staged achievements.Results The full-time clinical scientific research team has begun to take shape.The hospital provides a complete career development plan and growth path.In recent years,the full-time clinical scientific research team has made significant progress in paper publication and fund application.Conclusions The establishment of full-time clinical scientific research team has effectively improved the scientific research ability of clinical departments,and has certain reference significance for the construction of talent team in university affiliated hospitals.

Objective To investigate the medical physics career systems of 19 Asia-Pacific countries, and provide international experience to better serve the career development of Chinese medical physicists. Methods In-depth interviews were given to the representatives of medical physicists from 19 countries. Basic personal information, country-specific data of medical physicist volume, academic degrees, professional titles, background, oversea education & training experiences, income, job attractiveness, certification, educational resources, time distribution, and reasons for resign were investigated. The data were processed by thematic framework analysis. Results According to the investigation, the volume of medical physicists in all 19 countries were small. A master degree or higher is becoming a minimum requirement for the medical physicists in 12 countries. Independent certification and qualification systems for medical physicist have been established in 8 countries. Independent career systems of medical physics have been developed in 9 countries. The income is a key determinant of the attractiveness of being a medical physicist. Quality assurance is the major task of medical physicist in Australia, Indonesia, Japan and Singapore, where no less than 50％ of the time was invested. Conclusions The comparison of 19 countries' career systems of medical physicists has shown a severe deficiency of medical physicists in China. Compared with developed countries, the relatively small education volume, the low criteria of accreditation programs, and the lack of independent career system have impeded the income, job content and time distribution of Chinese medical physicists. The government and associations are recommended to invest more resources to optimize the higher education, professional certification, career system, and job responsibilities, etc. The career system and admission standards for medical physicists should be gradually developed and improved in China.

At the important position of the basic medical education,clinical practice and scientific research,scientific research of university affiliated hospital plays a crucial role in promoting national progress of medicine in the process of national disease prevention and the healthy level of prevention,treatment,care promotion.Under the science and technology plan management reform and innovation driven development strategies of the top-level design,one of the most important tasks of the discipline inspection and supervision work of hospitals in the new era is to explore how to strengthen the supervision and administration of scientific research,how to construct the scientific research work independent risk control system and how to empower university hospital research development.

To promote sustainable development of the hospital,Peking University Cancer Hospital adopted a series of measures to help advance the health professionals,which include a favorable recruiting and training systemsto attract high-level talents,recruit qualified graduates,supporting outstanding young asholars to studying abroad,etc.. These measures have achieved remarkable results,and have in turn greatly promoted the continuous development of medical practice and scientific research work of the hospital.