基于护理工作量评价配置和调配护士人力的实践与效果评价
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摘要
目的基于医院信息化系统的护理工作量评价结果合理配置和调配护理人力资源,并评价该措施的有效性。方法基于信息系统建立护理工作量评价体系,计算前一年度各临床病区的床均护理工作量;2014年起根据床均工作量差异给予不同比例的护士配置;连续监测并根据床均护理工作量的变化机动调配人力。评价该措施实施3年后的护理质量及护士对工作负荷的满意度变化。结果临床护理质量各项指标得分有所提升,实施3年后护理质量均值为(99.87±0.05)分,与实施前相比差异有统计学意义(P<0.01);实施前护士对工作负荷的满意度得分为(2. 77±0. 48)分,低于常模(P<0. 01),实施3年后工作负荷满意度为(3.04±0.50)分,较前有所提高,差异有统计学意义(P<0.01)。结论基于护理工作量合理配置和调配护士人力,有利于提高临床病区护理质量及护士对工作负荷的满意度。
Objective To optimize nursing manpower allocation and human resource allocation based on the nursing workload from hospital information system,and evaluate its effectiveness.Methods Based on information system to build a nursing workload evaluate system.A nursing workload evaluation system was built based on information system to calculate per bed nursing workload in each ward of the pre-year.From 2014,it had reallocated nurse during to the difference of per bed workload,and gave monitor to the change of per nursing workload to reallocated human resource.The nursing quality and satisfaction degrees changing situation of nurse were evaluated after three years.Results All the scores of nursing quality had been promoted,the after-3-year mean score is(99.87±0.05),the difference was statistically significant(P<0.01) comparing to the before.The nurses' workload satisfaction score before the measure was(2.77±0.48),lower than the norm(P<0.01).The score of nurses' workload satisfaction after-3-years of the measure was(3.04±0.50),increased significantly(P<0.01).Conclusion Nursing allocation based on the nursing workload assessment program is better to promote clinical nursing quality and nurses' satisfaction on nursing workload.
Objective To optimize nursing manpower allocation and human resource allocation based on the nursing workload from hospital information system,and evaluate its effectiveness.Methods Based on information system to build a nursing workload evaluate system.A nursing workload evaluation system was built based on information system to calculate per bed nursing workload in each ward of the pre-year.From 2014,it had reallocated nurse during to the difference of per bed workload,and gave monitor to the change of per nursing workload to reallocated human resource.The nursing quality and satisfaction degrees changing situation of nurse were evaluated after three years.Results All the scores of nursing quality had been promoted,the after-3-year mean score is(99.87±0.05),the difference was statistically significant(P<0.01) comparing to the before.The nurses' workload satisfaction score before the measure was(2.77±0.48),lower than the norm(P<0.01).The score of nurses' workload satisfaction after-3-years of the measure was(3.04±0.50),increased significantly(P<0.01).Conclusion Nursing allocation based on the nursing workload assessment program is better to promote clinical nursing quality and nurses' satisfaction on nursing workload.
引文
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[15]王蓉,杨惠云,骆艳妮,等.利用移动护理信息系统进行护理工作量测量的研究[J].中华护理杂志, 2015,50(1):14-17.DOI:10.3761/j.issn.0254-1769.2015.01.003.
[16]LINDQVIST R,SMEDS ALENIUS L,RUNESDOTTER S,et al. Organization of nursing care in three Nordic coun-tries:relationships between nurses'workload,level of in-volvement in direct patient care,job satisfaction,and inten-tion to leave[J]. BioMed Central Nursing,2014,13:27.DOI:10.1186/1472-6955-13-27.
[17]HAPPELL B,DWYER T,REID-SEARL K,et al.Nursesand stress:recognizing causes and seeking solutions[J].Journal of Nursing Management,2013,21(4):638-647.DOI:10.1111/jonm.12037.
[18]陆宇晗,杨红,张红,等.医院创建磁性护理工作环境的实践与效果评价[J].中国实用护理杂志, 2016,32(15):1129-1132. DOI:10. 3760/cma. j. issn. 1672-7088.2016.15.003.
[19]魏琳,刘杨晨,朱晶,等.基于护理工作负荷的中医医院护理人力资源配置与评价[J].中国护理管理,2017,17(1):95-99.DOI:10.3969/j.issn.1672-1756.2017.01.024.
[20]纪冬梅,张丽,周敬红,等.法国护理人力资源管理及对我国的启示[J].护理管理杂志,2017,17(1):74-75.
[21]刘玉玲,李星梅,马嫦梅.不同层级护士职业认同和职业获益感的差异研究[J].护理管理杂志,2017,17(6):444-446.
[2]曹群英,秦雨萌,丁芳,等.根据实际护理工作量探讨护理人力资源的合理配置[J].护理研究,2014,28(10A):3540-3543.DOI:10.3969/j.issn.1009-6493.2014.28.036.
[3]蔡卫新,尹志科,梁建姝,等.神经内科护理工时和护理人力合理配置的研究[J].护理管理杂志,2016,16(4):286-288.
[4]丁玥,杨萍,孙丽秋,等.基于HIS的医院护理工作量测量与评价[J].中国护理管理,2010,10(11):61-63.DOI:10.3969/j.issn.1672-1756.2010.11.022.
[5]杨红,陆宇晗,周晶娟,等.基于医院信息系统的护理工作量评价体系的建立与实施[J].护理研究,2015,29(10A):3481-3484.DOI:10.3969/j.issn.1009-6493.2015.28.008.
[6]陶虹,胡静超,王琳,等.护士工作满意度评定量表的研制[J].第二军医大学学报,2009,30(11):1292-1296.DOI:10.3724/SP.J.1008.2009.01292.
[7]李丽,叶文琴.综合性医院优质护理服务普通病房标准护理排班方式的构建[J].护理管理杂志,2015,15(4):285-287.
[8]梁春萍,梁业梅,梁雁芳,等.基于HIS工时的护理人力配置及调配实践[J].护理学杂志,2016,31(7):41-43.DOI:10.3870/j.issn.1001-4152.2016.07.041.
[9]吴疆,甘露,郭兰谦,等.护理工作量的决策树分析在护理质量综合评价中的应用[J].护理管理杂志, 2014,14(2):107-108.
[10]张菊霞,田金徽,马彬,等.护士人力资源配置改变对住院患者医疗护理质量影响的Meta分析[J].护理学报,2013,20(21):1-5. DOI:10. 16460/j. issn1008-9969.2013.21.005.
[11]易慧,葛权虎,丁留敏,等.护患比与护理质量相关性分析[J].中国社会医学杂志,2018,35(4):400-403.DOI:10.3969/j.issn.1673-5625.2018.04.022.
[12]李振香,王伟,张静,等.护士结构配置对护理质量结果指标的影响[J].中国护理管理,2016,16(7):882-886.DOI:10.3969/j.issn.1672-1756.2016.07.005.
[13]梁雁芳,梁业梅.应用护理工时进行护理人力动态调配[J].护理研究,2016,30(25):3180-3182. DOI:10.3969/j.issn.1009-6493.2016.25.032.
[14]徐玮,柏亚妹,王丹丹,等.护理工作量测量方法研究进展[J].护理研究,2017,31(24):2956-2959. DOI:10.3969/j.issn.1009-6493.2017.24.003.
[15]王蓉,杨惠云,骆艳妮,等.利用移动护理信息系统进行护理工作量测量的研究[J].中华护理杂志, 2015,50(1):14-17.DOI:10.3761/j.issn.0254-1769.2015.01.003.
[16]LINDQVIST R,SMEDS ALENIUS L,RUNESDOTTER S,et al. Organization of nursing care in three Nordic coun-tries:relationships between nurses'workload,level of in-volvement in direct patient care,job satisfaction,and inten-tion to leave[J]. BioMed Central Nursing,2014,13:27.DOI:10.1186/1472-6955-13-27.
[17]HAPPELL B,DWYER T,REID-SEARL K,et al.Nursesand stress:recognizing causes and seeking solutions[J].Journal of Nursing Management,2013,21(4):638-647.DOI:10.1111/jonm.12037.
[18]陆宇晗,杨红,张红,等.医院创建磁性护理工作环境的实践与效果评价[J].中国实用护理杂志, 2016,32(15):1129-1132. DOI:10. 3760/cma. j. issn. 1672-7088.2016.15.003.
[19]魏琳,刘杨晨,朱晶,等.基于护理工作负荷的中医医院护理人力资源配置与评价[J].中国护理管理,2017,17(1):95-99.DOI:10.3969/j.issn.1672-1756.2017.01.024.
[20]纪冬梅,张丽,周敬红,等.法国护理人力资源管理及对我国的启示[J].护理管理杂志,2017,17(1):74-75.
[21]刘玉玲,李星梅,马嫦梅.不同层级护士职业认同和职业获益感的差异研究[J].护理管理杂志,2017,17(6):444-446.