CAJ | 학술논문

目的：本研究旨在评价一种责任制整体护理模式下护士绩效考核方案实施的可行性，以及在调动护理人员工作积极性和确保优质护理服务质量方面的临床效果。方法在前期护士绩效考核指标体系构建的基础上，进一步完善护士绩效考核及绩效工资二次分配方案，经全员培训后在潍坊市益都中心医院32个临床科室进行实施，6个月后，通过分析实施前后护士对绩效工资分配满意度、出院患者满意度、医生对护理工作满意度、各临床科室月护理质量得分4个方面的数据进行效果评价。结果实施6个月后，护士对绩效工资分配满意度在公平性和公正性评价、激励性作用评价、付出和回报公平性感受评价、绩效工资差距合理性评价4个因子的得分分别为（3.39±0.64）、（3.28±0.74）、（3.28±0.71）、（3.38±0.67）分，实施前得分分别为（1.88±0.33）、（1.84±0.49）、（1.88±0.42）、（2.01±0.53）分，实施前后比较，t=19.28、16.22、18.08、16.79，P值均＜0.05，差异有统计学意义。实施后出院患者满意度、护理质量医生评价及各临床科室月护理质量得分分别为（99.14±0.82）、（96.59±0.91）、（97.67±0.41）分，均较方案实施前的（96.78±0.84）、（93.59±1.27）、（95.70±1.13）分明显提高，t=11.79、11.63、9.60，P值均＜0.05，差异有统计学意义。结论这种绩效工资分配方案临床实施效果明显，能有效提高护士对绩效工资分配满意度、出院患者满意度、医生对护理工作满意度和科室护理质量，在调动护理人员的工作积极性和确保优质护理服务落实到位方面具有较好的激励作用。
목적：본연구지재평개일충책임제정체호리모식하호사적효고핵방안실시적가행성，이급재조동호리인원공작적겁성화학보우질호리복무질량방면적림상효과。방법재전기호사적효고핵지표체계구건적기출상，진일보완선호사적효고핵급적효공자이차분배방안，경전원배훈후재유방시익도중심의원32개림상과실진행실시，6개월후，통과분석실시전후호사대적효공자분배만의도、출원환자만의도、의생대호리공작만의도、각림상과실월호리질량득분4개방면적수거진행효과평개。결과실시6개월후，호사대적효공자분배만의도재공평성화공정성평개、격려성작용평개、부출화회보공평성감수평개、적효공자차거합이성평개4개인자적득분분별위（3.39±0.64）、（3.28±0.74）、（3.28±0.71）、（3.38±0.67）분，실시전득분분별위（1.88±0.33）、（1.84±0.49）、（1.88±0.42）、（2.01±0.53）분，실시전후비교，t=19.28、16.22、18.08、16.79，P치균＜0.05，차이유통계학의의。실시후출원환자만의도、호리질량의생평개급각림상과실월호리질량득분분별위（99.14±0.82）、（96.59±0.91）、（97.67±0.41）분，균교방안실시전적（96.78±0.84）、（93.59±1.27）、（95.70±1.13）분명현제고，t=11.79、11.63、9.60，P치균＜0.05，차이유통계학의의。결론저충적효공자분배방안림상실시효과명현，능유효제고호사대적효공자분배만의도、출원환자만의도、의생대호리공작만의도화과실호리질량，재조동호리인원적공작적겁성화학보우질호리복무락실도위방면구유교호적격려작용。
Objective To evaluate the implementation feasibility of the nurse performance appraisal and allocation plan based on the holistic nursing mode, and the clinical effect in mobilizing nursing staff's work enthusiasm and ensuring the quality of nursing service. Methods The nurse performance appraisal and allocation plan were further improved based on the previous research of this index system construction. The model were implemented in 32 clinical departments of Yidu Center Hospital of Weifang City. Four aspects data were collected for analysis six months later to evaluate the effect. They were nurses on merit pay distribution satisfaction, patients′satisfaction, doctors′satisfaction with nursing job, different clinical departments′nursing quality scores. Results Six months later, four factor scores of nurses to the satisfaction of merit pay distribution were significantly improved. The scores of fairness and impartiality evaluation of the merit pay distribution, incentive effect evaluation, pay and return on equity evaluation and performance pay gap rationality evaluation were higher than before [(3.39 ±0.64) points vs. (1.88 ±0.33) points, (3.28 ±0.74) points vs. (1.84 ±0.49) points , (3.28 ±0.71) points vs. (1.88 ±0.42) points and (3.38 ±0.67) points vs. (2.01±0.53) points, t=19.28, 16.22, 18.08, 16.79, all P<0.05]. Patients′satisfaction, doctors′satisfaction with nursing job and different clinical department' nursing quality scores were significantly increased as well [(99.14±0.82) points vs. (96.78±0.84) points, (96.59±0.91) points vs. (93.59±1.27) points and(97.67±0.41) points vs. (95.70±1.13) points]. Difference had statistical significance (t=11.79, 11.63, 9.60, P<0.05). Conclusions The performance salary allocation plan can effectively improve the hospital nurses on performance salary allocation satisfaction, patients′satisfaction, doctor′s satisfaction with nursing work and the quality of nursing department, and has good incentive in arousing the work enthusiasm of nursing staff and in ensuring the quality of nursing service.