Prevalence of Helicobacter pylori infection in Chinese military personnel:A cross-sectional,multicenter-based study

BACKGROUND Helicobacter pylori(H.pylori)infection is a prevalent disease encountered in military internal medicine and recognized as the main cause of dyspepsia,gastritis,and peptic ulcer,which are common diseases in military personnel.Current guidelines in China state all patients with evidence of active infection with H.pylori are offered treatment.However,the prevalence of H.pylori infection and its regional distribution in the military population remain unclear,which hinders effective prevention and treatment strategies.Understanding the prevalence of H.pylori infection in the military population will aid in the development of customized strategies to better manage this infectious disease.AIM To investigate the prevalence of H.pylori infection in the Chinese military population in different geographic areas.METHODS This multicenter,retrospective study included 22421 individuals from five tertiary hospitals located in north,east,southwest,and northwest cities of China.H.pylori infection was identified using the urea breath test,which had been performed between January 2020 and December 2021.RESULTS Of the 22421 military service members,7416(33.1%)were urea breath test-positive.The highest prevalence of H.pylori was in the 30-39 years age group for military personnel,with an infection rate of 34.9%.The majority of infected subjects were younger than 40-years-old,accounting for 70.4%of the infected population.The individuals serviced in Lanzhou and Chengdu showed a higher infection prevalence than those in Beijing,Nanjing,and Guangzhou,with prevalence rates of 44.3%,37.9%,29.0%,31.1%,and 32.3%,respectively.CONCLUSION H.pylori infection remains a common infectious disease among military personnel in China and has a relatively high prevalence rate in northwest China.

Improved Scatter Search Algorithm for Multi-skilled Personnel Scheduling of Ship Block Painting

This paper focuses on the optimization method for multi-skilled painting personnel scheduling.The budget working time analysis is carried out considering the influence of operating area,difficulty of spraying area,multi-skilled workers,and worker’s efficiency,then a mathematical model is established to minimize the completion time. The constraints of task priority,paint preparation,pump management,and neighbor avoidance in the ship block painting production are considered. Based on this model,an improved scatter search(ISS)algorithm is designed,and the hybrid approximate dynamic programming(ADP)algorithm is used to improve search efficiency. In addition,the two solution combination methods of path-relinking and task sequence combination are used to enhance the search breadth and depth. The numerical experimental results show that ISS has a significant advantage in solving efficiency compared with the solver in small scale instances;Compared with the scatter search algorithm and genetic algorithm,ISS can stably improve the solution quality. Verified by the production example,ISS effectively shortens the total completion time of the production,which is suitable for scheduling problems in the actual painting production of the shipyard.

Analysis of the Digital Skill Gap of Agricultural Extension Personnel in South-East, Nigeria

The study analysed the digital skill gap of agricultural extension personnel on the use of digital technologies for extension services delivery in South-East, Nigeria. The specific objectives were to describe the socioeconomic characteristics of agricultural extension personnel in South-East Nigeria and identify the digital skill gaps among agricultural extension personnel in the area of study. Purposive sampling technique was used to select 364 Agricultural Extension personnel for the study. Data were collected through the use of structured questionnaire and were analysed using simple descriptive statistical tools such as percentages, mean score, and standard deviation. Findings indicated that most of the personnel were male (57.8%), within the age bracket of 38 - 47 years (62.9%), had B.Sc./HND as their highest educational qualification (74.7%), married (86.3%), and had a household size of 6 - 10 Persons (57.7%). It was further revealed that the majority (70.1%) were members of professional organization, earned a monthly income of N50,001.00 - N100,000.00 (65.7%), had a work experience of 11 - 15 years (51.1%), and owned a smartphone/ iPad/laptop (91.5%). Findings further indicated that they had moderate skill gap in Basic Computer skills (Mean = 4.32), and digital communication and collaboration skills (Mean = 4.26). Findings also showed that they had a high skill gap in digital technical skills (Mean = 2.46), digital data analysis skills (Mean = 2.09), digital content creation skills (Mean = 2.43), digital ethical skills (Mean = 2.79), multimedia production skills (Mean = 2.81), and video library management skills (Mean = 2.39). The study concluded that though there exists a high digital skill gap among agricultural extension personnel in South-East, Nigeria, their socioeconomic characteristics are capable of supporting the implementation of digital extension services in the area. The study recommended that the management of Agricultural Development Programs in South-East, Nigeria, should provide digital training for extension personnel to close the digital skill gap that currently exists among the personnel.

Comparative Study of the Socioeconomic Characteristics and Digital Literacy Level of Agricultural Extension Personnel in Imo and Ebonyi States, South-East, Nigeria

The study comparatively analysed the socioeconomic characteristics and digital literacy level of Agricultural Extension personnel (AEP) in Ebonyi and Imo States, South-East, Nigeria. The specific objectives were to describe the socioeconomic characteristics of agricultural extension personnel in Ebonyi and Imo States, and to ascertain the digital literacy level of AEP in the studied states. Purposive sampling technique was used to select 312 Agricultural Extension personnel (132 from Ebonyi State Agricultural Development Program and 180 from Imo State Agricultural Development Program) for the study. Data were collected through the use of validated and structured questionnaire, and administered through the help of well-trained enumerators. Data were analysed using simple descriptive statistical tools such as percentages mean score, standard deviation and weighted mean. Findings indicated that they were more male in the both States (55.3% and 57.8%) for Ebonyi and Imo State respectively and that the average age of AEP in Ebonyi and Imo States were 44.7 years and 49.2 years respectively. It was further revealed that the majority (77.3% and 82.8%) had B.Sc./HND as their highest academic qualifications, belonged to professional organisations (62.1% and 75%), and were earning an average monthly income of N58,798 and N62,648 for Ebonyi and Imo State respectively. Also, it was revealed that their mean years of service were 12.4 years and 13.4 years for Ebonyi and Imo State respectively. Almost all of them (87.9% and 95.0%) own a smartphone, had access to the internet (80.3% and 90.0%), but do not own a laptop/ipad (82.6% and 72.8%) for Ebon-yi and Imo State respectively. Results further revealed that Agricultural extension personnel in both Ebonyi and Imo State respectively had low digital literacy level ( = 2.41 and 2.32). The study concluded that AEP in Ebonyi and Imo State respectively had similar socioeconomic characteristics and low level of digital literacy. The study recommended that the management of ADPs in both Ebonyi and Imo State should ensure the training of AEP in digital skills to enhance their digital literacy level to enable them use digital technologies in their work.

Detection Algorithm of Laboratory Personnel Irregularities Based on Improved YOLOv7

Due to the complex environment of the university laboratory,personnel flow intensive,personnel irregular behavior is easy to cause security risks.Monitoring using mainstream detection algorithms suffers from low detection accuracy and slow speed.Therefore,the current management of personnel behavior mainly relies on institutional constraints,education and training,on-site supervision,etc.,which is time-consuming and ineffective.Given the above situation,this paper proposes an improved You Only Look Once version 7(YOLOv7)to achieve the purpose of quickly detecting irregular behaviors of laboratory personnel while ensuring high detection accuracy.First,to better capture the shape features of the target,deformable convolutional networks(DCN)is used in the backbone part of the model to replace the traditional convolution to improve the detection accuracy and speed.Second,to enhance the extraction of important features and suppress useless features,this paper proposes a new convolutional block attention module_efficient channel attention(CBAM_E)for embedding the neck network to improve the model’s ability to extract features from complex scenes.Finally,to reduce the influence of angle factor and bounding box regression accuracy,this paper proposes a newα-SCYLLA intersection over union(α-SIoU)instead of the complete intersection over union(CIoU),which improves the regression accuracy while increasing the convergence speed.Comparison experiments on public and homemade datasets show that the improved algorithm outperforms the original algorithm in all evaluation indexes,with an increase of 2.92%in the precision rate,4.14%in the recall rate,0.0356 in the weighted harmonic mean,3.60%in the mAP@0.5 value,and a reduction in the number of parameters and complexity.Compared with the mainstream algorithm,the improved algorithm has higher detection accuracy,faster convergence speed,and better actual recognition effect,indicating the effectiveness of the improved algorithm in this paper and its potential for practical application in laboratory scenarios.

Research on the Improvement of Incentive Mechanism for Pharmaceutical Sales Personnel - Taking Company A as an Example

Objective To analyze the improvement of the incentive mechanism of sales personnel in pharmaceutical company A,and to promote the smooth operation and further development of the company in a long term.Methods Compensation incentive,performance appraisal,welfare benefit,training incentive,promotion motivation and enterprise cultural inspiration were explored through questionnaires,telephone interviews and in-person interviews.Results and Conclusion This company’s incentive mechanism has problems in two aspects:Material incentives and spiritual incentives.As to the company’s characteristics and strategic development,the optimization countermeasures of incentive mechanism are proposed from the following three aspects:constructing a reasonable incentive system,establishing an efficient spiritual incentive mechanism,and implementing the dynamic incentive and differentiated incentive simultaneously.

新医科背景下高等院校本研贯通人才培养模式探索与思考

本研贯通教育是一种致力于构建本科生与研究生之间的紧密联系,全面提升其学术水平和竞争力的创新教育模式。该模式旨在不断优化改进教育体制及教学方法、强化师资团队建设、注重学生个性化培养与管理、促进国际交流与合作、提升教育质量,对实现教育教学的高质量发展和高端技术人才的培养意义重大。本研贯通人才培养模式适应我国社会经济发展需求,在推动高等教育多样化与国际化发展中具有广阔前景和巨大潜力,有望成为我国高等教育的重要发展方向之一。然而,在实施过程中,本研贯通人才培养模式尚存制度障碍和实施难题,需通过持续完善与改进以实现其理念与目标。

平等权保障视角下灵活就业人员社会保险问题研究

平等权作为公民的基本权利,同样适用于社会保险给付领域。无论从社会保障权的实现还是社会保险制度的法理基础来看,现行制度排斥灵活就业人员进入工伤保险和失业保险体系的做法均违反平等权保障要求;灵活就业人员在职工基本养老保险和基本医疗保险中的差别待遇,既不符合社会保险的属性,亦无上位法依据,且与国家的大政方针相悖。因此,亟须调整现行职工社会保险制度,将灵活就业人员纳入工伤保险体系;规定其享受职工基本养老保险的年龄与职工相同,建立“多缴费、长缴费”的保费与待遇挂钩激励机制;废除灵活就业人员享受职工基本医保待遇等待期的相关规定;逐步建立与其就业特点相适应的失业保障制度,促进多种灵活就业方式健康发展。

新时代科教融合背景下中医药院校人才培养的趋势及探索

科教融合理念是新时代高等教育的核心育人理念,是实现创新人才协同培养的现代化高等教育形式之一。当前,我国中医药领域急需大批高质量创新型人才,中医药院校还需前瞻布局、系统谋划,加快建设高层次中医药人才队伍,深化中医药人才发展体制机制改革,通过解决人才匮乏这一关键问题,引领并带动中医药事业实现高质量发展的全局性跃升。结合辽宁中医药大学实际情况,以促进中医药传承发展为导向,秉承科教融合理念,面向未来中医药人才培养的新趋势,探索科教协同育人体制机制,深入推进科教融合。在新理念、新高度下,以新举措不断完善符合中医药特点的人才培养模式,为培养更多优秀的中医药人才贡献力量。

平台灵活就业人员劳动权益保护的立法困境与对策

以人力资源和社会保障部颁布的规范性文件为代表,中国关于平台灵活就业人员劳动权益保护的立法取得了重要的成就,但也存在着程序重于实体、形式重于实质、立法重点与实践需要有所偏离等困境。应以实质公平为理念,促进平台与灵活就业人员的利益平衡,在尊重平台组织管理权力的基础上激励其履行社会责任;合理规制平台的利益分配权和劳动规则制定权,强化平台利益分配和规则制定的公平性;完善社会保险、职业伤害保障和纠纷解决领域的公共产品供给。

新时代地方高校劳动教育体系探索与构建

加强劳动教育,有利于大学生更好地适应社会发展的需要,为个人的成长成才和社会主义现代化建设作出贡献。该文分析新时代地方高校加强劳动教育的重要性、现状及成因,提出丰富新时代劳动教育形式、加强新时代劳动教育师资队伍建设、推进劳动教育课程建设、建立科学的劳动教育评价体系四个方面的劳动教育实施路径,为构建地方高校劳动教育培养体系提供参考。

医学院校大数据管理与应用专业人才培养体系探索与构建——以右江民族医学院为例

当前,全国开设有大数据管理与应用专业的医学类院校仍不多,为实现“健康中国2030”的规划目标,对具有医学知识背景的大数据管理人才需求与日俱增,如何相应地构建一套行之有效的人才培养体系迫在眉睫。针对该情况,研究首先分析国家大数据战略,并在梳理目前医学类院校大数据管理与应用专业开设现状的基础上;结合右江民族医学院的特点,在专业申报、专业特色和专业师资等方面开展探索,并尝试构建该专业培养目标、培养过程和课程设置等人才培养体系内容。

心理育人在新时代高职院校思想政治工作中的实践研究

高职院校从构建心理育人新格局的角度开展思想政治工作,对培养高素质的技术技能型人才具有促进作用。文章根据高职院校思想政治工作面临的困境,简述高职院校中心理育人在思想政治工作中的功能定位,探讨心理育人在高职院校思想政治工作中的实践路径,以期为高职院校从“育心”角度提供“育人”思路。

公立医院人才集聚现状及发展策略分析

人才集聚是多种因素导致的人才流动并集聚的过程。人才集聚可推动公立医院高质量发展、增强医院国际竞争力、促进医疗资源集聚、形成良好的群体促进效应。同时,人才集聚也会导致管理效率下降、大医院对人才和患者的虹吸作用增加、现有的制度阻碍集聚效应发挥等问题。因此,要强化管理职能,提高效率;抓住体制机制改革的机遇和突破口,破解“虹吸”难题;增强人事管理的适配性,推动人才集聚优势的发挥,建立生命健康领域人才高地。

基于深度学习的教室照明系统研究与设计

针对传统传感器教室照明控制方式灵敏度差以及教室人员检测算法存在错检、漏检的问题,为了充分且合理利用教室照明设备资源,提出一种基于改进YOLOv5和区域定位的教室照明系统,该系统判定出教室人员所处的子区域,并生成照明设备的控制信息。通过在自制数据集训练、测试,并搭建LED点阵模拟教室照明,结果表明,YOLOv5的精度达到93%,召回率达到96%,可以准确实时地控制教室中的照明设备,系统具有更好的照明便捷性,更节能。

医联体背景下“一理三实”基层卫生人才培养模式探究

目前基层卫生人才队伍存在数量短缺、质量不高、人才引进困难等问题,医学高等专科学校肩负着培养基层卫生人才的任务,积极探索适应基层医疗机构环境的基层卫生人才培养模式具有重要意义。本研究基于医联体背景,构建了“一理三实”基层卫生人才培养模式,通过让学生早临床、多临床、反复临床及开展基层体验式工作,实现了教育资源和人才资源下沉基层,使学生了解基层、适应基层,增强了专科临床医学专业人才培养效果。

不同学历层次营养专业人才就业状况调查及分析

目的调查和分析不同学历层次营养专业人才就业情况,为我国高层次营养人才培养和发展提供参考依据。方法采用问卷星在线平台设计问卷,并在各届毕业生班级群发放,调查上海交通大学医学院2008—2020届食品卫生与营养学专业毕业生的就业情况,包括基本信息、毕业后的就业情况和现工作情况等。结果不同学历营养专业人才就业去向有显著性差异(P<0.05),本科生主要就业单位是医院和卫生系统事业单位,硕士研究生主要就业单位是营养相关企业,而博士研究生主要是高校/科研机构。不同学历的就业地区分布有显著性差异(P<0.05),本科生的主要就业地区是上海,硕士研究生主要就业地区是上海和国外,博士研究生主要就业地区是国外和上海。研究生的就业满意度高于本科生(P<0.05)。结论营养专业人才队伍的学历有待进一步提高,鼓励营养专业人才到祖国和人民需要的地方,“双一流”院校急需探索建立“本研一体”营养人才培养体系。

宁夏养老机构服务人员职业发展现状研究

目的了解宁夏养老机构服务人员职业发展现状,为稳定养老服务人才队伍、提高养老服务质量提供参考。方法采用自编问卷,抽取全区24家养老机构的76名服务人员,对其职业发展现状进行调查,并分析影响因素。结果专业和从业年限是养老机构服务人员工作压力的影响因素(P<0.05),工作压力与职业晋升信心和职业期望符合度均呈负相关(r=-0.244,P<0.05;r=-0.305,P<0.01);专业和从业年限是养老机构服务人员职业晋升信心的影响因素(P<0.05),职业晋升信心与职业期望符合度呈正相关(r=0.231,P<0.05);月均收入是养老机构服务人员职业期望符合度的影响因素(P<0.05),职业期望符合度与职业认同感呈正相关(r=0.592,P<0.01)。结论养老机构服务人员工作压力大,职业晋升信心不足。应加大政府支持力度,改善福利待遇和社会地位,开通晋升渠道,加强心理疏导与支持,推动全区健康养老产业可持续发展。

基于资历框架的“岗课赛证”综合育人:现实诉求及其生成路径

随着时代的变革与发展,高素质技能型人才缺口持续扩大,创新基于资历框架的“岗课赛证”综合育人模式成为缓解我国劳动力市场技能人才供需失衡情况的重要着力点。该模式能够最大程度发挥培养职业人的育人价值、达到最优效应的经济价值、激发多元参与的动力价值、提升社会影响力的社会价值。因此,为满足当下职业教育高质量发展、适应性发展、创新性发展的现实需求,需要立足基于资历框架的“岗课赛证”综合育人模式,形成系统理念、建构互动机制、建立基础的教与学关系、完善保障体系。

中外档案开放获取政策比较研究及其对数字人文教育的启示

随着数字人文的兴起,作为重要的数据资源,档案开放获取政策对数字人文教育的推动作用日益凸显。基于中外档案开放获取政策的比较研究,剖析了不同国家在政策目标、法律制度、管理机制等方面存在的差异,以期为我国优化政策供给、深化教育变革提供有益启示。研究发现,中外档案开放获取在制度基础、标准规范、实施路径等方面存在显著差异,我国还需进一步健全法律法规体系,创新管理服务模式,营造良好的开放利用环境。基于国外经验,未来档案开放政策应着力拓展数字人文研究资源供给,创新教学研究方法,重塑学术传播模式,为培养数字人文创新型人才提供有力保障。