Objective To investigate the situation and related factors of influenza vaccination among healthcare workers in Sichuan, and provide a basis for the formulation of the strategy of influenza vaccination. Methods From August 1st to August 6th, 2022, healthcare workers from 21 prefectures and cities in Sichuan province were selected by the hospital infection quality control centers to conduct an online questionnaire survey for status and related factors of influenza vaccination. Single factor analysis of vaccination rate was carried out by χ2 test, and the related factors of influenza vaccination were analyzed by binary multiple logistic regression model. Results A total of 3264 copies of questionnaires were distributed, and 3244 valid copies were recovered, with an effective recovery rate of 99.4%. The vaccination rate of influenza vaccine in the surveyed healthcare workers was 56.9% (1846/3244). The gender, age, professional title, position, department, hospital type, hospital nature, hospital level, influenza awareness, and influenza vaccination willingness were the factors resulting in statistically significant differences in influenza vaccination rate among healthcare workers (P<0.05). Binary multiple logistic regression indicated that age≥35 years old [odds ratio (OR)=0.799, 95% confidence interval (CI) (0.681, 0.937), P=0.006], the educational background being bachelor degree or above [OR=1.221, 95%CI (1.036, 1.439), P=0.017], position [nurses vs. doctors: OR=1.339, 95%CI (1.112, 1.612), P=0.002; technicians vs. doctors: OR=1.849, 95%CI (1.278, 2.676), P=0.001], the hospital type being specialized hospital [OR=1.804, 95%CI (1.446, 2.251), P<0.001], hospital level [secondary vs. primary hospitals: OR=0.344, 95%CI (0.271, 0.437), P<0.001; tertiary vs. primary hospitals: OR=0.526, 95%CI (0.413, 0.671), P<0.001], influenza awareness [fair vs. poor: OR=1.262, 95%CI (1.057, 1.508), P=0.010; good vs. poor: OR=1.489, 95%CI (1.142, 1.940), P=0.003], vaccination willingness [OR=4.725, 95%CI (4.009, 5.569), P<0.001] were related factors of influenza vaccination in healthcare workers. The influenza awareness was good in 416 healthcare workers (12.8%), fair in 1989 (61.3%), and poor in 839 (25.9%). The correct rate of influenza vaccination frequency was the highest (82.7%), while the correct rate of influenza contraindication was the lowest (3.2%). Among the healthcare workers, 2206 (68.0%) were willing to be vaccinated, of whom 1548 (70.2%) believed that they could protect people with weak immune function around them after vaccination; 1038 were unwilling to be vaccinated with influenza vaccine in the near future, of whom 335 (32.3%) believed that they had strong immunity and did not need to be vaccinated. Conclusions The influenza vaccination rate of medical staff is related to a variety of factors. Strengthening the publicity and education, and encouraging hospitals to provide free influenza vaccination, especially the correct understanding of contraindications, may be helpful to improve the vaccination rate.
Objective To understand the current situation of the use and cognition of personal protective equipment (PPE) by healthcare workers in the isolation wards (rooms) during the coronavirus disease 2019 epidemic, and provide data support for the country to further optimize the configuration of PPE and carry out more targeted training and supervision. Methods In March 2020, healthcare workers in isolation wards (rooms) in provinces and cities in the country were investigated by filling in a questionnaire about the use of different levels of PPE. Results A total of 6 859 questionnaires were collected from 29 provinces and cities, containing 5 935 valid questionnaires (86.53%). Among them, there were 448 assisting-Hubei medical team members and 5 487 non-assisting-Hubei healthcare workers. The actual use rate (74.22%) and intended use rate (73.14%) of surgical masks in the cleaning areas were the highest. The actual use rate and intended use rate of working caps in potentially contaminated areas and contaminated areas were higher than 90%. There were various combinations of protective articles, and there were significant differences between actual use and intention (P<0.05). Except for the boot covers (single layer) in the cleaning areas, the working caps, isolation clothing and boot covers (double layer) in the potential pollution areas, and the protective face screens, working caps, three-layer shoe covers and single/double/three-layer boot covers in the pollution areas-splashing operations (P>0.05), the actual utilization rates of protective articles of the assisting-Hubei medical team members were generally higher than those of the non-assisting-Hubei healthcare workers (P<0.05). Conclusions The instructions for the use of PPE in different areas and operations should be further refined, and standardized training should be increased. The phenomenon of non-standard use of protective equipment should be reduced, and a safety barrier should be provided to the healthcare workers.
Objective To explore the impact of community healthcare workers’ (CHWs) knowledge, attitude and practice (KAP) on the influenza vaccination among elderly people. Methods By means of simple random sampling, 1 residential quarter of each communities, 2 communities of each districts, 5 districts of Chengdu city were randomly selected, and the elderly equal to or more than 60-year-old were on-site investigated. Meanwhile, the questionnaire survey was conducted among healthcare workers in the selected communities. Results There were 4 KAP factors played a positive role in influenza vaccination among elderly people: CHWs’ affirmation of the effectiveness of influenza vaccine, explicitly knowing the focus groups for influenza vaccination, recommendation of vaccination in flu season when the elderly visits, and participation in flu-related education activities. When the accuracy rate of each factor got improved by 1%, the influenza vaccination rate would improve by 2.747%, 1.299%, 0.864%, 0.602%, respectively. Conclusion The knowledge, attitude and practice of HCWs have impacts on the influenza vaccination rates of elderly people. They are significant to improve the influenza vaccination rates of the elderly.
Objective To investigate the current status of professional values among healthcare workers in Sichuan Province and explore the associated influencing factors, thereby providing evidence for enhancing professional values and improving hospital management. Methods A cross-sectional study was conducted between October 2022 and March 2023. Healthcare workers from 25 hospitals in Sichuan Province were recruited using convenience sampling. A general information questionnaire and the Professional Values Scale for Healthcare Workers were administered to assess the current status of professional values and explore the influencing factors. Results A total of 4502 questionnaires were distributed, with 4267 valid ones returned, resulting in an effective recovery rate of 94.8%. The total professional values score among the 4267 healthcare workers was 114.95±21.12. The dimensions ranked in descending order of their mean item scores were as follows: intrinsic values (3.89±0.67), altruistic values (3.85±0.72), social values (3.57±0.68), extrinsic values (3.38±0.79), and leisure values (3.12±0.75). Multiple linear regression analysis revealed that salary-workload match was the most significant factor influencing professional values. After controlling for other variables, the “very poor match” group scored 38.87 points lower on average than the “excellent match” group (P<0.001). Health status also had a significant impact, with the “very unhealthy” group scoring 26.67 points lower on average than the “very healthy” group (P<0.001). Additionally, nurses scored 3.88 points higher on average than physicians (P<0.001), and males scored 2.10 points lower on average than females (P=0.014). Conclusions The professional values of healthcare workers are characterized by “intrinsic motivation and altruistic orientation.” Salary-workload match and health status are the most critical influencing factors. Healthcare institutions should prioritize pay equity, employee health management, and career development pathways, while adopting differentiated human resource management strategies.
