本文選題：護(hù)理　切入點(diǎn)：績效考核指標(biāo)　出處：《蘭州大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：目的:護(hù)士績效考核指標(biāo)體系顯著影響護(hù)士的工作滿意度及積極性,為了研究蘭州大學(xué)第一醫(yī)院現(xiàn)行護(hù)士績效考核指標(biāo)體系存在的問題,以期進(jìn)一步完善護(hù)士績效考核指標(biāo)體系,提高護(hù)士工作的積極性和滿意度,從而提高護(hù)理工作質(zhì)量。方法:通過調(diào)查問卷及觀察法研究了蘭州大學(xué)第一醫(yī)院現(xiàn)行護(hù)士績效考核指標(biāo)體系,從蘭州大學(xué)第一醫(yī)院醫(yī)院層面,護(hù)理部層面,科室層面及科室護(hù)理部四個層面的績效考核指標(biāo)進(jìn)行了分析研究,并對護(hù)理部層面八個維度的指標(biāo)進(jìn)行問卷調(diào)查,發(fā)放問卷160份,有效問卷160份,對問卷的信效度及護(hù)理部層面指標(biāo)的可行性和重要性進(jìn)行了分析。并對護(hù)士對現(xiàn)行的績效考核滿意度進(jìn)行了調(diào)查。結(jié)論:大部分護(hù)士對現(xiàn)行的績效考核指標(biāo)體系滿意,但仍存在醫(yī)院及科室層面以職稱為績效考核的指標(biāo)的體系過于單一不能體現(xiàn)績效考核的多維性和全面性,護(hù)理部考核指標(biāo)體系中的八個維度沒有權(quán)重分配,對工作量統(tǒng)計(jì)不夠精確,對工作質(zhì)量的考核過于簡單,并且沒有落到實(shí)處。對策建議:基于醫(yī)療服務(wù)的目的性,醫(yī)院層面對護(hù)士的績效考核指標(biāo)引入在院患者滿意度,并且依照護(hù)理工作量將全院護(hù)士作為一個整體進(jìn)行績效考核;護(hù)理部層面基于醫(yī)院對護(hù)士整體績效的基礎(chǔ)上,完善層級護(hù)士績效考核指標(biāo)體系,并且按工作量將全院臨床科室劃分為四類病房,制定護(hù)理質(zhì)量評定標(biāo)準(zhǔn),成立護(hù)理績效考核委員會每月檢查病區(qū)護(hù)理質(zhì)量和護(hù)士層級晉級委員會每年進(jìn)行考評;科室層面嚴(yán)格執(zhí)行護(hù)理部制定以層級和班次及護(hù)理質(zhì)量為多維指標(biāo)的護(hù)士績效考核指標(biāo)體系,成立績效考核小組和質(zhì)量控制小組,每月進(jìn)行檢查評定護(hù)士工作質(zhì)量,引入計(jì)算機(jī)系統(tǒng)精確統(tǒng)計(jì)護(hù)士工作量;基于滿意度和績效考核指標(biāo)體系的重要性和操作性調(diào)查增加N4、N5、N6和N7層級護(hù)士護(hù)理質(zhì)量考核,提高其考核項(xiàng)權(quán)重。調(diào)整N2級護(hù)士的班次系數(shù),考核內(nèi)容和標(biāo)準(zhǔn)操作性不強(qiáng)的作出相應(yīng)修改,主要分為兩類,針對重要性高、操作性不強(qiáng)的考核內(nèi)容和標(biāo)準(zhǔn),酌情修改和完善考核標(biāo)準(zhǔn);針對重要性低、操作性不強(qiáng)的考核內(nèi)容和標(biāo)準(zhǔn),對考核內(nèi)容作出修改或取消。
[Abstract]:Objective: the performance evaluation index system of nurses significantly affected the job satisfaction and enthusiasm of nurses. In order to study the problems existing in the current performance evaluation index system of nurses in the first Hospital of Lanzhou University, In order to further improve the performance evaluation index system of nurses, improve the enthusiasm and satisfaction of nurses, In order to improve the quality of nursing work. Methods: by means of questionnaire and observation, the current performance evaluation index system of nurses in the first Hospital of Lanzhou University was studied, from the hospital level of the first Hospital of Lanzhou University, the nursing department level. The performance evaluation indexes at the department level and the four levels of the department nursing department were analyzed and studied, and the indexes of the eight dimensions in the nursing department level were investigated, 160 questionnaires were distributed, 160 valid questionnaires were obtained. The reliability and validity of the questionnaire and the feasibility and importance of nursing department index were analyzed, and the nurses' satisfaction with the current performance appraisal was investigated. Conclusion: the majority of nurses are satisfied with the current performance appraisal index system. But there are still hospitals and departments with the title as the index system of performance appraisal is too single to reflect the multi-dimensional and comprehensive performance appraisal, the eight dimensions of the evaluation index system of the nursing department have no weight distribution. The statistics of workload is not accurate enough, the assessment of work quality is too simple, and it has not been put into practice. The countermeasures and suggestions are as follows: based on the purpose of medical service, the hospital level introduces the nurses' satisfaction degree to the performance evaluation of nurses in hospital. And according to the nursing workload of the whole hospital nurses as a whole performance evaluation; nursing department level based on the overall performance of the hospital nurses on the basis of the improvement of the hierarchical nurses performance evaluation index system, According to the workload, the clinical department of the whole hospital was divided into four kinds of wards, the nursing quality evaluation standard was established, and the nursing performance evaluation committee was set up to check the nursing quality of the ward and the nurse level promotion committee every year. The department strictly implements the nursing department to establish a multi-dimensional indicator system of nurses' performance evaluation, set up performance evaluation group and quality control group, and conduct monthly inspection and evaluation of nurses' work quality. According to the importance and maneuverability of the index system of satisfaction and performance evaluation, the nursing quality assessment of nurses in N4N _ 5N _ 6 and N _ 7 levels was increased. Improve the weight of examination items. Adjust the shift coefficient of N _ 2 nurses, and modify the examination contents and standards accordingly, which are mainly divided into two categories, aiming at the assessment contents and standards which are of high importance and not strong in operation. Modify and perfect the assessment standards as appropriate; modify or cancel the assessment contents and standards which are of low importance and low maneuverability.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：R47

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