【摘要】：背景和目的 暴力是一個(gè)國(guó)家和地區(qū)無(wú)可諱言的社會(huì)安全問(wèn)題。廣泛滲透于社會(huì)各個(gè)領(lǐng)域的暴力并沒(méi)有被阻隔于醫(yī)院之外,實(shí)際上,社會(huì)暴力正流向醫(yī)院,衛(wèi)生工作人員在其工作場(chǎng)所遭受暴力對(duì)待經(jīng)常發(fā)生。暴力作為公共衛(wèi)生問(wèn)題被忽略的原因之一是缺乏明確的定義。關(guān)于工作場(chǎng)所暴力,國(guó)際上過(guò)去一直沒(méi)有完整而統(tǒng)一的定義。世界衛(wèi)生組織關(guān)于工作場(chǎng)所暴力的最新定義是：工作人員在其工作場(chǎng)所,受到辱罵、威脅或襲擊,從而造成對(duì)其安全、幸�；蚪】档拿鞔_或含蓄的挑戰(zhàn)。此概念的拓展解釋還包括以下三點(diǎn)：①暴力事件必須發(fā)生在工作場(chǎng)所；②暴力發(fā)生在工作人員上班期間；③暴力受害者一定是工作人員。按照受害者遭受暴力的部位不同,工作場(chǎng)所暴力分為心理暴力、身體暴力和性暴力。心理暴力是指故意用力(含體力威脅)反對(duì)他人或集體,從而導(dǎo)致對(duì)身體、腦力、精神、道義和社會(huì)發(fā)展的損害,包括口頭的辱罵、威脅、攻擊和折磨,但當(dāng)事人之間沒(méi)有身體接觸。身體暴力指任何以體力傷害身體的攻擊行為,例如打、踢、拍、扎、推、咬等。體力攻擊的結(jié)果可能未導(dǎo)致承受暴力的一方任何傷害,也可能造成輕度損傷、明顯損傷、功能障礙或永久性殘疾等。性暴力是指任何違背受害者意愿的有關(guān)性的言語(yǔ)和動(dòng)作,包括性騷擾(或性挑逗)、性襲擊以及強(qiáng)奸(或強(qiáng)奸未遂)。到目前為止,國(guó)內(nèi)的情況是,一方面,社會(huì)各界對(duì)醫(yī)院工作場(chǎng)所問(wèn)題未予足夠的重視,尚未見(jiàn)到比較成熟的相關(guān)行政法律條文,工作場(chǎng)所暴力方面的專業(yè)研究開(kāi)展得并不多；另一方面,由于國(guó)內(nèi)政治經(jīng)濟(jì)及文化背景、醫(yī)院配置、衛(wèi)生管理制度等方面和國(guó)外不太一樣,故其他國(guó)家有關(guān)工作場(chǎng)所暴力的研究成果及防治經(jīng)驗(yàn)也就不一定完全適合我國(guó)。在一定范圍內(nèi)對(duì)有代表性人群進(jìn)行抽樣調(diào)查,可以反應(yīng)某一種暴力在特定時(shí)間中的發(fā)生情況。通過(guò)在廣州市轄區(qū)內(nèi)醫(yī)院開(kāi)展工作場(chǎng)所暴力流行病學(xué)調(diào)查,探討醫(yī)院工作場(chǎng)所暴力發(fā)生現(xiàn)況及影響因素,可以為如何處理存在已久的醫(yī)患糾紛問(wèn)題提供新的思路和解決之道。只有處理好醫(yī)患糾紛,解決好醫(yī)患矛盾,才能保障醫(yī)院正常的醫(yī)療秩序,還醫(yī)務(wù)人員一個(gè)寬松安全的工作場(chǎng)所,還病人一個(gè)舒適滿意的診療環(huán)境。本研究通過(guò)在廣州市轄區(qū)內(nèi)部分醫(yī)院開(kāi)展工作場(chǎng)所暴力流行病學(xué)調(diào)查,探討醫(yī)院工作場(chǎng)所暴力發(fā)生現(xiàn)況及影響因素,最終旨在提供國(guó)內(nèi)有關(guān)醫(yī)院工作場(chǎng)所暴力的基線資料,喚起廣大一線衛(wèi)生工作人員乃至全社會(huì)對(duì)醫(yī)院工作場(chǎng)所暴力問(wèn)題的重視,同時(shí)為衛(wèi)生行政部門制定醫(yī)院工作場(chǎng)所暴力預(yù)防與控制措施以及維護(hù)醫(yī)院正常工作秩序提供理論依據(jù)。 方法 廣州市下轄10個(gè)區(qū)、2個(gè)縣級(jí)市。本研究以廣州市轄區(qū)內(nèi)12個(gè)行政區(qū)劃的20家不同級(jí)別醫(yī)院共7198名在崗工作人員作為研究對(duì)象。此次調(diào)查的醫(yī)院在崗工作人員包括在醫(yī)院工作的所有職業(yè)人群,例如醫(yī)生、護(hù)士、臨床工人、醫(yī)技人員、行政人員、后勤人員和保衛(wèi)人員等,因休假、出差、旅游或外出學(xué)習(xí)等原因而不在崗達(dá)一周以上的工作人員不在本次研究之列。本研究采取整群抽樣與分層抽樣相結(jié)合的調(diào)查方法。首先,將廣州市轄區(qū)內(nèi)醫(yī)院總體按行政區(qū)劃分成12個(gè)群；其次,按醫(yī)院級(jí)別將每個(gè)群分成3個(gè)組別,并在每個(gè)組別中隨機(jī)抽取一定數(shù)量的醫(yī)院,抽取擬調(diào)查的醫(yī)院；最后,對(duì)于被抽中的醫(yī)院,原則上將所有醫(yī)院工作人員作為研究對(duì)象。每家醫(yī)院在經(jīng)過(guò)培訓(xùn)的調(diào)查專職人員(各科室主任和／或護(hù)士長(zhǎng))指導(dǎo)下,所有在崗工作人員在同一時(shí)間段內(nèi)(一般1—3天,最長(zhǎng)不超過(guò)7天)集中填寫(xiě)調(diào)查前12個(gè)月在醫(yī)院場(chǎng)所本人所遭受的暴力情況,然后由各科室主任和／或護(hù)士長(zhǎng)逐一收回本科室調(diào)查表。根據(jù)世界衛(wèi)生組織的有關(guān)文件和工作場(chǎng)所暴力的定義設(shè)計(jì)調(diào)查表,此調(diào)查表經(jīng)不同年齡的醫(yī)院工作人員試填,收集反饋意見(jiàn),根據(jù)發(fā)現(xiàn)的問(wèn)題和反饋的意見(jiàn)對(duì)調(diào)查表的項(xiàng)目進(jìn)行補(bǔ)充、修改和刪除；修改后的調(diào)查表先在一家醫(yī)院進(jìn)行小樣本(30人)的預(yù)調(diào)查,再次校正調(diào)查表。正式調(diào)查開(kāi)始后調(diào)查表的內(nèi)容不再做任何改動(dòng)。醫(yī)院工作場(chǎng)所暴力定義如下：衛(wèi)生工作人員本人在工作時(shí)間內(nèi),在醫(yī)院場(chǎng)所遭受到心理暴力、身體暴力和(或)性暴力。本研究使用社會(huì)學(xué)統(tǒng)計(jì)軟件包SPSS17.0進(jìn)行調(diào)查表的錄入和數(shù)據(jù)分析處理。包括對(duì)醫(yī)院工作場(chǎng)所暴力的流行特征作統(tǒng)計(jì)描述,針對(duì)暴力相關(guān)特征及暴力認(rèn)知作卡方檢驗(yàn)。建立單因素及多因素logistic回歸模型,分析探討工作場(chǎng)所暴力經(jīng)歷與受訪者相關(guān)因素的關(guān)系。第一步,將8個(gè)受訪者相關(guān)因素逐一進(jìn)行單因素二分類logistic回歸分析,篩選出包括性別、年齡、教育程度、婚姻狀況、聘用形式、職業(yè)類別和工齡等7個(gè)特征變量；第二步,為了排除混雜因素的干擾,就單因素回歸篩選出來(lái)的變量采用向后刪除法進(jìn)行多因素logistic回歸分析,最終共有4個(gè)變量進(jìn)入回歸模型,分別是受訪者性別、年齡、聘用形式、職業(yè)類別。本次研究采取以下質(zhì)量控制方法：①采用封閉式調(diào)查表,減少了受訪者主觀臆斷,每份調(diào)查表簡(jiǎn)明附上調(diào)查的目的、要求及填寫(xiě)方法,使受訪者一目了然,也減少了顧慮；②只對(duì)過(guò)去12月中發(fā)生的暴力事件進(jìn)行調(diào)查。為減少回憶偏倚的發(fā)生,對(duì)于暴力的詳細(xì)描述只調(diào)查過(guò)去12個(gè)月中印象最深刻的一次暴力事件；③調(diào)查前取得每家醫(yī)院相關(guān)領(lǐng)導(dǎo)的支持,做好科主任和護(hù)士長(zhǎng)的動(dòng)員和培訓(xùn)工作,以確保調(diào)查工作順利完成；④調(diào)查樣本包含了不同級(jí)別、性質(zhì)、地理位置的20家醫(yī)院,樣本量大,具有較好的代表性；⑤回收的調(diào)查表嚴(yán)格按統(tǒng)一標(biāo)準(zhǔn)篩選,排除無(wú)效問(wèn)卷后,由專人錄入。 結(jié)果 本研究共調(diào)查了廣州市轄區(qū)內(nèi)20家不同級(jí)別醫(yī)院共7198名在崗工作人員。有3家醫(yī)院因種種原因造成調(diào)查表回收率過(guò)低被全部棄用(共111份)。最終實(shí)際作為本次研究對(duì)象者為來(lái)自17家醫(yī)院的5950名工作人員,共收回調(diào)查表5147份,應(yīng)答率為86.50%(5147/5950)。5147份調(diào)查表經(jīng)過(guò)逐一篩選,排除無(wú)效問(wèn)卷(86份),得到有效問(wèn)卷5061份,有效應(yīng)答率為98.33%(5061/5147)。最終分析結(jié)果顯示,5061名醫(yī)院工作人員在過(guò)去的12個(gè)月中遭受工作場(chǎng)所暴力者2947人,工作場(chǎng)所暴力的發(fā)生率為58.23%。其中心理暴力的發(fā)生率為56.85%,身體暴力的發(fā)生率為12.85%,性暴力的發(fā)生率為6.99%。至少有14名醫(yī)院工作人員曾因暴力傷害造成了身體功能障礙或永久殘疾,7人曾遭受強(qiáng)奸(或強(qiáng)奸未遂)。急診科、精神病醫(yī)院工作人員,醫(yī)生和護(hù)士,正式職工,男性、年齡小于30歲的工作人員是醫(yī)院工作場(chǎng)所暴力的危險(xiǎn)職業(yè)人群。心理暴力以急診科工作人員發(fā)生率最高,為83.02%,身體暴力和性暴力則以精神病醫(yī)院工作人員發(fā)生率最高,分別為45.10%和20.23%。病人親屬、年齡在40歲以下,尤其是31—40歲的男性施暴者是醫(yī)院工作場(chǎng)所暴力最常見(jiàn)的施暴者人群；病房和白班時(shí)間分別是醫(yī)院工作場(chǎng)所暴力最常見(jiàn)發(fā)生地點(diǎn)和發(fā)生時(shí)間。工作場(chǎng)所暴力發(fā)生的原因包括病人死亡、病人意識(shí)不清、酗酒或藥物濫用、施暴者精神障礙、病情無(wú)好轉(zhuǎn)、診療費(fèi)用太高、候診時(shí)間過(guò)長(zhǎng)、對(duì)服務(wù)不滿意、未滿足病人的要求等因素。 結(jié)論 廣州市轄區(qū)內(nèi)醫(yī)院工作場(chǎng)所暴力高發(fā),發(fā)生率為58.23%。醫(yī)院工作場(chǎng)所暴力以心理暴力為主,心理暴力的發(fā)生率為56.85%,身體暴力的發(fā)生率為12.85%,與國(guó)際上同類研究相似。性暴力的發(fā)生率為6.99%,迄今尚未檢索到國(guó)內(nèi)外有關(guān)針對(duì)醫(yī)院職業(yè)人群性暴力發(fā)生情況的專業(yè)研究。醫(yī)院工作場(chǎng)所暴力危害嚴(yán)重,造成受害者身體、心理和精神上的傷害。如前所述,心理暴力發(fā)生率極高,尤其是在急診科工作人員中,發(fā)生率高達(dá)83.02%,很少有人能幸免；身體暴力和性暴力的發(fā)生盡管不及心理暴力普遍,但其所造成的后果比心理暴力嚴(yán)重得多。醫(yī)院工作場(chǎng)所暴力還給受害者個(gè)人、醫(yī)院和國(guó)家?guī)?lái)沉重的經(jīng)濟(jì)負(fù)擔(dān)。醫(yī)生或護(hù)士,正式職工,男性、年齡小于的30歲的工作人員等是醫(yī)院工作場(chǎng)所暴力的危險(xiǎn)職業(yè)人群。醫(yī)院工作場(chǎng)所暴力的干預(yù)重點(diǎn)應(yīng)落實(shí)在急診科、精神病醫(yī)院工作人員。建議在二級(jí)或以上綜合性醫(yī)院急診科以及精神病醫(yī)院加強(qiáng)安全保衛(wèi)工作,增加員工工作場(chǎng)所暴力防范意識(shí)。醫(yī)院工作場(chǎng)所暴力的高危因素來(lái)自于醫(yī)院(醫(yī)院管理部門及醫(yī)務(wù)工作者個(gè)人)和病人兩個(gè)方面,包括病人死亡、病人意識(shí)不清、酗酒或藥物濫用、施暴者精神障礙、病情無(wú)好轉(zhuǎn)、診療費(fèi)用太高、候診時(shí)間過(guò)長(zhǎng)、對(duì)服務(wù)不滿意、未滿足病人的要求等。其中未滿足病人的要求、病情無(wú)好轉(zhuǎn)、診療費(fèi)用太高最容易導(dǎo)致醫(yī)院工作場(chǎng)所暴力的發(fā)生,特別是未滿足病人的要求,對(duì)23.40%的暴力事件難辭其咎。該結(jié)果提示醫(yī)院應(yīng)規(guī)范管理、提高服務(wù)質(zhì)量與診療技術(shù),衛(wèi)生行政部門推行、促進(jìn)及深化醫(yī)療衛(wèi)生改革迫在眉睫,亦勢(shì)在必行。工作場(chǎng)所暴力尚未引起全社會(huì)的重視,打罵醫(yī)務(wù)人員被認(rèn)為是不必大驚小怪的小事,醫(yī)院工作人員中也有1/5左右的人從未聽(tīng)說(shuō)過(guò)工作場(chǎng)所暴力和認(rèn)為沒(méi)有必要重視這一問(wèn)題。工作場(chǎng)所暴力的預(yù)防與控制是一項(xiàng)系統(tǒng)工程,建議從政策、管理、工程、教育等多方面實(shí)施干預(yù)。在所有干預(yù)措施中,政策干預(yù)是關(guān)鍵,建議衛(wèi)生行政部門就醫(yī)院工作場(chǎng)所暴力問(wèn)題立法,并成立包括流行病學(xué)、立法、司法及公安等領(lǐng)域的專家組成工作場(chǎng)所暴力防治委員會(huì)(或防治小組),處理工作場(chǎng)所暴力相關(guān)問(wèn)題和提供法律及專業(yè)指導(dǎo)。此外,開(kāi)展職業(yè)道德、職業(yè)安全和尊重醫(yī)務(wù)人員工作的宣傳,營(yíng)造講文明的社會(huì)風(fēng)尚亦是防制工作場(chǎng)所暴力的重要措施。
[Abstract]:Background and purpose
Violence is an unspoken social security problem in a country and region. Violence widely permeated in all fields of society is not obstructed from hospitals. In fact, social violence is going to hospitals, and health workers are often subjected to violence in their workplace. Violence is one of the reasons for the neglect of public health problems. There is a lack of clear definition. There has been no complete and unified definition of workplace violence in the past. The latest definition of workplace violence by the WHO is that staff are being abused, threatened or attacked in their workplace, resulting in a clear or implicit challenge to their safety, happiness or health. The expansion of the explanation also includes the following three points: (1) violence must occur in the workplace; (2) violence occurs during the work of the staff; (3) the victims of violence must be the staff. The workplace violence is divided into psychological violence, physical violence and sexual violence according to the different parts of the victims' violence. Force (including physical threat) against others or collectives, resulting in damage to the body, brain, spirit, moral and social development, including verbal abuse, threat, attack, and torture, but there is no physical contact between the parties. Physical violence refers to any physical assault, such as beating, kicking, shooting, lapping, pushing, biting and so on. Physical attack. The result of the attack may not cause any injury to the party suffering from violence, and may also cause minor injuries, obvious injuries, dysfunction or permanent disability. Sexual violence refers to any related speech and movements that violate the wishes of the victim, including sexual harassment (or sexual provocation), sexual assault and rape (or attempted rape). On the one hand, on the one hand, all walks of life have not paid enough attention to the problem of hospital workplace, have not yet seen more mature relevant administrative laws and regulations, and do not carry out much professional research in the field of workplace violence; on the other hand, due to domestic political and cultural background, hospital allocation, health management system and other aspects and countries, It is not quite the same, so the research results and prevention experience of workplace violence in other countries are not necessarily well suited to our country. In a certain range, a sample survey of representative people can reflect the occurrence of a certain kind of violence in a specific time. By carrying out the violent flow of workplace in the hospital in the District of Guangzhou. In order to deal with the medical and patient disputes and solve the contradiction between doctors and patients, we can guarantee the normal medical order of the hospital and a loose and safe working field for the medical staff. Through the epidemiological investigation of workplace violence in some hospitals in Guangzhou District, the present study explored the current situation and the influencing factors of workplace violence in the hospital, and finally aimed at providing the baseline information about the violence of the workplace in the hospital, and arousing the majority of the frontline health workers. The personnel and even the whole society pay attention to the violence in the hospital workplace, and provide the theoretical basis for the health administration department to formulate the prevention and control measures of the violence in the hospital workplace and to maintain the normal work order of the hospital.
Method
Guangzhou has jurisdiction over 10 districts and 2 county-level cities under the jurisdiction of the city. In this study, a total of 7198 workers from 20 different levels of hospitals in the 12 administrative divisions of the District of Guangzhou were studied. The staff of this survey included all the occupational groups working in the hospital, such as medical students, nurses, clinical workers, medical and technical personnel, and administrative personnel. Staff and security personnel, such as vacation, travel, travel or study for more than one week for more than one week of the staff are not in this study. This study adopts a combination of cluster sampling and stratified sampling method. First, the Guangzhou district hospital in general according to the administrative area into 12 groups; secondly, according to medical treatment. At the hospital level, each group is divided into 3 groups, and a certain number of hospitals are selected in each group, and the hospitals are selected to be investigated. Finally, all the hospital staff are considered as the object of research in principle. Each hospital is guided by the trained investigators (head of department and / or head nurse). In the same time (1 to 3 days, the longest, not more than 7 days), all the workers in the job will fill out the violence in the hospital for the first 12 months of the investigation, and then take back the questionnaire by the chief and / or the head nurses of the Department. According to the relevant documents of the WHO and the definition of workplace violence The questionnaire was designed. The questionnaire was filled by the staff of the hospital of different ages, collected feedback, supplemented, modified and deleted the items of the questionnaire according to the problems and feedback. The revised questionnaire first investigated the small sample (30 people) in a hospital and corrected the questionnaire again. After the official investigation began, the formal investigation began. The contents of the questionnaire are no longer changed. The hospital workplace violence is defined as follows: the health workers themselves suffer psychological violence, physical violence and / or sexual violence during the working hours in the hospital. This study uses the social statistics package SPSS17.0 to carry out the entry and data analysis of the questionnaire, including the hospital. The epidemiological characteristics of workplace violence were described by a statistical description. A single factor and multiple factor Logistic regression model was set up to analyze the relationship between the workplace violence and the interviewees. The first step was to classify the related factors of 8 interviewees to the single factor and two classification of logistic. Regression analysis, screening out the 7 characteristic variables including sex, age, education, marital status, employment form, career category and work age; second, in order to exclude the interference of mixed factors, the variable selected by single factor regression using backward deletion method to carry out multiple factor Logistic regression analysis, and finally a total of 4 variables entered the regression. In this study, the following quality control methods were adopted: (1) a closed questionnaire was adopted to reduce the subjective assumptions of the interviewees. Each questionnaire was simply attached to the purpose, requirements and filling methods of the survey, which made the interviewees clear and reduced concerns; (2) only the past 12 A survey of violence in the middle of the month. In order to reduce the occurrence of recollection bias, the detailed description of violence only investigates the most impressive violence in the past 12 months; (3) the support of the relevant leaders of each hospital before the survey, the mobilization and training of the director and head of the nurse in order to ensure the smooth completion of the investigation. The survey sample contains 20 hospitals of different grades, properties and geographical locations, with large sample size and good representation; 5. The questionnaires are screened strictly according to the unified standard, and after the invalid questionnaire is excluded, special persons are entered.
Result
In this study, a total of 7198 workers in 20 different levels of hospitals in the Guangzhou district were investigated. 3 hospitals were totally discarded (111) for the low recovery rate of the questionnaire for a variety of reasons. In the end, 5950 staff from 17 hospitals were used to recover 5147 questionnaires and the response rate was 86.. 50% (5147/5950).5147 questionnaires were screened by one by one, the invalid questionnaire (86) was excluded, 5061 effective questionnaires were obtained, and the effective response rate was 98.33% (5061/5147). The final analysis showed that 5061 hospital staff had suffered 2947 people from workplace violence in the past 12 months, and the incidence of workplace violence was 58.23%. psychology. The incidence of violence was 56.85%, the incidence of physical violence was 12.85%, the incidence of sexual violence was 6.99%. at least 14 hospital staff had caused physical dysfunction or permanent disability due to violence, 7 had been raped (or attempted rape). Emergency department, psychiatric hospital staff, doctors and nurses, official workers, men, years. Staff less than 30 years old are the most dangerous occupational groups in hospital workplace violence. The incidence of psychological violence in the emergency department is the highest, 83.02%. Physical violence and sexual violence are the highest in mental hospital staff, 45.10% and 20.23%., aged under 40 years of age, especially from 31 to 40 years old. Sexual violence is the most common perpetrator in hospital workplace violence; ward and shift time are the most common place and time for violence in the workplace. The causes of violence in the workplace include the death of the patient, the ill awareness of the patient, the indiscriminate use of alcohol or drugs, the mental disorder of the perpetrators, the no improvement of the condition, and the diagnosis and treatment. The cost is too high, the waiting time is too long, the service is not satisfied, and the patients' demands are not satisfied.
conclusion
There is a high incidence of violence in the workplace in the hospital in Guangzhou. The incidence of violence in the workplace of 58.23%. hospital is mainly psychological violence, the incidence of psychological violence is 56.85%, the incidence of physical violence is 12.85%, which is similar to similar studies in the world. The incidence of sexual violence is 6.99%. So far, it has not been retrieved to the hospital occupation at home and abroad. A professional study of the occurrence of sexual violence in the crowd. The violence in the workplace is serious, causing physical, psychological and mental harm to the victims. As mentioned above, the incidence of psychological violence is very high, especially in the emergency department, the incidence is as high as 83.02%, few people can be spared; physical violence and sexual violence are not as good as they are. Psychological violence is common, but the consequences are much more serious than psychological violence. The violence in the workplace of the hospital returns to the victims individuals, hospitals and countries bring heavy economic burdens. Doctors or nurses, official workers, men, workers with age less than 30 years old are dangerous occupational groups in hospital workplace violence. The focus of the violent intervention should be carried out in the emergency department and the mental hospital staff. It is suggested that the security work should be strengthened in the emergency department of the two or above general hospital and the psychiatric hospital to increase the awareness of the prevention of violence in the workplace. The high risk factors for the workplace violence are from the hospital (hospital management department and medical work). Two aspects of the patient, including the patient's death, the ill consciousness of the patient, the alcohol or drug abuse, the mental disorder of the perpetrator, the illness, the high cost of the diagnosis and treatment, the long waiting time, the dissatisfaction of the service, the failure to meet the requirements of the patient, etc., which did not meet the requirements of the sick person, the condition was not better, and the cost of diagnosis and treatment was too high to lead the most easily to the doctor. The occurrence of violence in the workplace, especially the requirement of unsatisfied patients, is very difficult to blame for 23.40% of the violence. This result suggests that the hospital should standardize the management, improve the service quality and diagnosis and treatment technology, promote the health administration department, promote and deepen the reform of medical and health care, and it is imperative. The workplace violence has not yet caused the whole society. It is considered that the medical staff is regarded as a small incident that does not have to make a fuss. There are about 1/5 in the staff of the hospital who have never heard of workplace violence and think it is unnecessary to pay attention to this problem. The prevention and control of workplace violence is a systematic project, and it is recommended to do many aspects of policy, management, engineering, education and so on. In all interventions, policy intervention is the key. It is recommended that the health administration have legislation on violence in the workplace in the hospital, and to form an expert on the prevention and control of workplace violence, including the epidemiology, legislative, judicial and public security areas, to deal with issues related to workplace violence and to provide legal and technical expertise. In addition, the promotion of professional ethics, occupational safety and respect for the work of medical staff, and the creation of a civilized social fashion are also important measures to prevent violence in the workplace.
【學(xué)位授予單位】：南方醫(yī)科大學(xué)
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2011
【分類號(hào)】：R181.3

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