CAJ | 학술논문

目的调查长春市三级甲等医院干部病房护理人员的绩效水平,探讨与护理人员工作绩效相关的影响因素,为护理绩效管理及合理配置护理人力资源提供参考依据.方法 2012年1-2月采用分层随机抽样法,抽取长春市4所三级甲等医院干部病房120名不同工作年限护理人员,对干部病房护理人员工作绩效现状进行调查,并对其相关因素进行分析.结果共发放调查问卷120份,删除不合格问卷6份,有效回收率为95％.干部病房护理人员工作绩效总均分为(2.93 ±0.19)分,专业发展得分最高为(3.13±0.30)分,重症监护能力得分最低为(2.73±0.41)分.不同学历、职称、工作年限、聘用方式、收入的护理人员工作绩效得分比较,差异均有统计学意义(F分别为29.85,3.03,2.98,5.78；P均＜0.05).结论干部病房护理人员工作绩效处于中等偏上水平,学历、职称、工作年限、聘用方式及收入对护理人员工作绩效有较大影响,管理者应针对不同情况合理配置人力资源,针对护理人员在绩效评估中所显示出的问题加强培训,以促进护理人员工作绩效的提升.
목적 조사장춘시삼급갑등의원간부병방호리인원적적효수평,탐토여호리인원공작적효상관적영향인소,위호리적효관리급합리배치호리인력자원제공삼고의거.방법 2012년1-2월채용분층수궤추양법,추취장춘시4소삼급갑등의원간부병방120명불동공작년한호리인원,대간부병방호리인원공작적효현상진행조사,병대기상관인소진행분석.결과 공발방조사문권120빈,산제불합격문권6빈,유효회수솔위95％.간부병방호리인원공작적효총균분위(2.93 ±0.19)분,전업발전득분최고위(3.13±0.30)분,중증감호능력득분최저위(2.73±0.41)분.불동학력、직칭、공작년한、빙용방식、수입적호리인원공작적효득분비교,차이균유통계학의의(F분별위29.85,3.03,2.98,5.78；P균＜0.05).결론 간부병방호리인원공작적효처우중등편상수평,학력、직칭、공작년한、빙용방식급수입대호리인원공작적효유교대영향,관리자응침대불동정황합리배치인력자원,침대호리인원재적효평고중소현시출적문제가강배훈,이촉진호리인원공작적효적제승.
Objective To investigate the performance of nursing staffs in cadre wards of three-levelhospitals in Changchun and discuss the influencing factors related to working performance,so as to supply reference for nursing performance management and human resources configuration.Methods Using layering random sampling,120 nursing staffs of different service years in cadre wards of four three-level-hospitals in Changchun were selected,and described the average performance score of nursing staffs.Results One hundred and twenty questionnaires were distributed and one hundred and sixteen questionnaires were retrieved.The average performance score of nursing staffs in cadre wards was (2.93 ± 0.19),with the highest score (3.13 ± 0.30) of the dimension of profession developing and the lowest score (2.73±0.41) of the dimension of ICU capability.There were significantly differences among different nursing staffs with different education background,job titles,working years,employment method,and incomings (F =29.85,3.03,2.98,5.78,respectively ;P ＜ 0.05).Conclusions The performance of nursing staffs in cadre wards was above the averagelevel,and its influencing factors were education background,job titles,working years,employment,and incomings.So,managers should configure human resources reasonably according to different situation and reinforce the training on the matters of staffs in performance assessment so as to promote their working performance.