济南市三级甲等综合医院新护士岗位胜任力水平的相关性分析
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摘要
目的分析济南市三级甲等综合医院新护士的岗位胜任力水平及其影响因素,为新护士岗位胜任力评价体系的建立和规范化培训方案的修订与深入开展提供参考依据。方法 2018年6月,采用问卷调查法,使用济南市三级综合医院新护士一般资料调查表和护理岗位胜任力量表,对济南市3所三级甲等综合医院入职2年内的新护士进行便利抽样调查。结果济南市三级甲等综合医院新护士岗位胜任力水平总分为327.53±46.96,各维度得分:程序运用能力52.73±8.57,危重病人救护能力48.22±8.16,健康教育能力53.72±8.72,沟通能力51.27±7.23,管理能力60.73±9.08,专业发展能力60.86±9.32。胜任力水平相关因素的回归分析中,是否为应届生、护士信念水平及职称水平纳入回归方程,差异均有统计学意义(均P<0.05)。结论济南市三级甲等综合医院新护士的岗位胜任力处于中等水平,提高医院规范化培训管理水平、管理内容水平以及护士信念水平均可提高新护士岗位胜任力水平。
[Objective]To analyze the post competence level and its influencing factors of new nurses in grade a general hospitals in Jinan City,so as to provide reference for the establishment of new nurse post competency evaluation system and the revision and in-depth development of standardized training program. [Methods]The convenience sampling survey was conducted on the new nurses in grade a general hospitals in Jinan within 2 years after their entry into the service,by using the general information questionnaire of new nurses in grade a general hospitals in ji'nan and the competency table of nursing posts in June 2018.[Results]The total score for the competency level of new nurses in grade a general hospitals of Jinan City was 327.53 ±46.96,and the scores for each dimension were:procedure application ability 52.73 ±8.57,critical patient rescue ability 48.22 ±8.16,health education ability 53.72±8.72,communication ability 51.27±7.23,management ability 60.73 ±9.08,professional development ability 60.86 ±9.32. In the regression analysis of related factors of competency level,whether fresh graduates,nurses' belief level and professional title level were included in the regression equation,with statistical significance(all P<0.05).[Conclusion]The post competence of new nurses in grade a general hospital of Jinan is at the medium level. The level of new nurses' post competence can be improved by improving the level of standardized training management,management content and nurses' belief.
[Objective]To analyze the post competence level and its influencing factors of new nurses in grade a general hospitals in Jinan City,so as to provide reference for the establishment of new nurse post competency evaluation system and the revision and in-depth development of standardized training program. [Methods]The convenience sampling survey was conducted on the new nurses in grade a general hospitals in Jinan within 2 years after their entry into the service,by using the general information questionnaire of new nurses in grade a general hospitals in ji'nan and the competency table of nursing posts in June 2018.[Results]The total score for the competency level of new nurses in grade a general hospitals of Jinan City was 327.53 ±46.96,and the scores for each dimension were:procedure application ability 52.73 ±8.57,critical patient rescue ability 48.22 ±8.16,health education ability 53.72±8.72,communication ability 51.27±7.23,management ability 60.73 ±9.08,professional development ability 60.86 ±9.32. In the regression analysis of related factors of competency level,whether fresh graduates,nurses' belief level and professional title level were included in the regression equation,with statistical significance(all P<0.05).[Conclusion]The post competence of new nurses in grade a general hospital of Jinan is at the medium level. The level of new nurses' post competence can be improved by improving the level of standardized training management,management content and nurses' belief.
引文
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[13]张欣颖,程淑平,郭丽波,等.基于岗位胜任力的骨科专科护士培训核心知识体系的构建[J].中华现代护理杂志,2016,22(18):2526-2528.
[14]王春立,张琳琪,王晓军,等.北京某三甲儿童专科医院儿科新护士基于岗位胜任力培训需求的调查研究[J].中华现代护理杂志,2017,23(4):556-562.
[15]王庆华,栾树荣,李翠香,等.急诊护士结构授权、胜任力与满意度的现状调查[J].中华现代护理杂志,2012,18(20):2365-2368.
[16]栾岚.血液透析专科护士胜任力模型的构建[J].中华现代护理杂志,2015,21(6):624-626.
[17]常稳重.应用岗前培训创新体系提高新护士岗位胜任力的效果评价[J].护理管理杂志,2016,16(8):587-588.
[18]彭爱霞,郦珍芳,周田田.ICU护士岗位核心胜任力现状调查及影响因素分析[J].现代医药卫生,2016,32(12):1810-1812.
[19]杨继春.分层级培训在护士岗位胜任力培训中的应用方法和效果[J].医学信息,2015,8(40):123-124.
[2]徐海红,边亚滨,杨华珠,等.新护士岗位核心胜任力评价指标体系的构建[J].护理研究,2015,29(2):419-422.
[3]李旭英,李星凤,汤新辉,等.《新入职护士规范化培训大纲》的践行与效果评价[J].护理学杂志,2017,32(6):61-63,98.
[4]朱珑,张克英.3年规范化培训考核在提高新入职护士职业能力中的作用[J].中华护理杂志,2016,51(7):836-839.
[5]谷水,贾明艳,骆金铠,等.借鉴住院医师规范化培训模式建立护士规范化培训体系[J].中国护理管理,2015,15(2):133-135.
[6]王曙红,陈嘉,彭华,等.学分制管理与新护士规范化培训的实施效果[J].中国现代医学杂志,2009,19(19):3038-3040.
[7]SCHWIRIAN PM.Evaluating the Performance of Nurses[J].Nurs Res,1978,27(6):347220350.
[8]黎雪梅.四川省NJ市二甲及以上综合医院临床护理人员护理能力的调查研究[D].成都:四川大学,2007.
[9]刘予玲,王静,杨磊.护士岗位胜任力现状及其影响因素的调查分析[J].现代临床护理,2015,14(3):8-11.
[10]赵青华,张彩霞,关锐,等.基于岗位胜任力的新护士培训需求调查分析[J].中国医药科学,2014,4(20):117-119.
[11]OUZTS KN,BROWN JW,DIAZ SWEARINGEN CA.Developing public health competence among RN-to-BSN students in a rural community[J].Public Health Nurs,2010,23(2):178-182.
[12]张桂霞,黄海燕,张爱丽,等.新入职护士情绪状态及影响因素调查[J].中华现代护理杂志,2013,19(24):2889-2893.
[13]张欣颖,程淑平,郭丽波,等.基于岗位胜任力的骨科专科护士培训核心知识体系的构建[J].中华现代护理杂志,2016,22(18):2526-2528.
[14]王春立,张琳琪,王晓军,等.北京某三甲儿童专科医院儿科新护士基于岗位胜任力培训需求的调查研究[J].中华现代护理杂志,2017,23(4):556-562.
[15]王庆华,栾树荣,李翠香,等.急诊护士结构授权、胜任力与满意度的现状调查[J].中华现代护理杂志,2012,18(20):2365-2368.
[16]栾岚.血液透析专科护士胜任力模型的构建[J].中华现代护理杂志,2015,21(6):624-626.
[17]常稳重.应用岗前培训创新体系提高新护士岗位胜任力的效果评价[J].护理管理杂志,2016,16(8):587-588.
[18]彭爱霞,郦珍芳,周田田.ICU护士岗位核心胜任力现状调查及影响因素分析[J].现代医药卫生,2016,32(12):1810-1812.
[19]杨继春.分层级培训在护士岗位胜任力培训中的应用方法和效果[J].医学信息,2015,8(40):123-124.