本文選題：產(chǎn)科 + 護(hù)理人力資源��； 參考：《昆明醫(yī)科大學(xué)》2017年碩士論文

【摘要】：[目的]護(hù)理人力資源是醫(yī)療衛(wèi)生人力資源的重要組成部,高品質(zhì)的護(hù)理質(zhì)量需要充足的人力來保障,護(hù)理人力的不足會(huì)導(dǎo)致護(hù)理人員工作負(fù)荷過重、工作壓力過大,造成護(hù)理人員身心疲憊、工作滿意度降低、職業(yè)倦怠感明顯、離職現(xiàn)象嚴(yán)重,影響到醫(yī)院護(hù)理質(zhì)量[1]。產(chǎn)科作為特殊科室,護(hù)理對(duì)象包括孕產(chǎn)婦和新生兒,不能單純地按照孕、產(chǎn)婦的床位數(shù)計(jì)算應(yīng)配置的護(hù)理人員數(shù)量,還應(yīng)考慮到護(hù)理人員花費(fèi)在新生兒護(hù)理方面的工時(shí)[2],所以,本研究旨在通過測(cè)量產(chǎn)科病房實(shí)際工作量,構(gòu)建產(chǎn)科病房護(hù)理人力資源配置模型,為我院產(chǎn)科護(hù)理人力資源的配置提供可靠、科學(xué)的依據(jù)。[方法]本研究包括三個(gè)階段:第一階段:選取10名護(hù)理專家通過問卷調(diào)查的方法進(jìn)行德爾菲專家咨詢構(gòu)建出產(chǎn)科病房護(hù)理工作量測(cè)量表、產(chǎn)科病房護(hù)理人力資源配置影響因素調(diào)查表、產(chǎn)科護(hù)理人力資源配置現(xiàn)狀調(diào)查表。第二階段:采用跟班的形式,通過產(chǎn)科病房護(hù)理工作量測(cè)最表測(cè)量2016年7月至 2016年10月期間120天內(nèi)120名住院孕產(chǎn)婦的直接護(hù)理工時(shí)、間接護(hù)理工時(shí)、個(gè)人活動(dòng)工時(shí);通過產(chǎn)科病房護(hù)理人力資源配置影響因素調(diào)查表收集測(cè)量期間120天內(nèi)各護(hù)理人力資源配置影響因素的數(shù)據(jù);通過產(chǎn)科人力資源配置現(xiàn)狀調(diào)查表了解產(chǎn)科護(hù)理人力資源配置現(xiàn)狀。通過Microsoft Excel 2010建立數(shù)據(jù)庫并利用SPSS 21.0進(jìn)行統(tǒng)計(jì)分析。第三階段:通過SPSS 21. 0對(duì)所收集的數(shù)據(jù)進(jìn)行分析,將產(chǎn)科病房的實(shí)際護(hù)理工作量與影響產(chǎn)科病房護(hù)理人力資源配置的影響因素相結(jié)合利用多重線性回歸分析構(gòu)建產(chǎn)科病房護(hù)理人力資源配置模型。[結(jié)果]1.產(chǎn)科病房實(shí)際床護(hù)比僅為1 :0. 3,未達(dá)到國家要求的標(biāo)準(zhǔn)。2.產(chǎn)科病房護(hù)理人員年齡結(jié)構(gòu)年輕化,以25～34歲為主;學(xué)歷結(jié)構(gòu)基本合理但缺乏碩士及以上高學(xué)歷人才;職稱結(jié)構(gòu)未達(dá)到W.H.O所規(guī)定的初、中、高級(jí)職稱比1:4:1的比例。3.采用工時(shí)測(cè)定法測(cè)量護(hù)理工作量得出,產(chǎn)科病房床護(hù)比應(yīng)達(dá)到1:0. 53才能滿足實(shí)際護(hù)理工作量的需要。4.通過比較各項(xiàng)直接護(hù)理工時(shí)、間接護(hù)理項(xiàng)目操作耗時(shí)發(fā)現(xiàn),直接護(hù)理項(xiàng)目“接收新入院孕產(chǎn)婦”及間接護(hù)理項(xiàng)目“算住院費(fèi)用”單項(xiàng)操作耗時(shí)最多。比較不同住院日孕產(chǎn)婦人均直接護(hù)理工時(shí)發(fā)現(xiàn),住院第二日直接護(hù)理耗時(shí)最多。不同工作日孕產(chǎn)婦人均間接護(hù)理工時(shí)、個(gè)人活動(dòng)工時(shí)比較,差異無統(tǒng)計(jì)學(xué)意義。5.產(chǎn)科病房護(hù)理人力資源配置模型為:所需護(hù)理人員數(shù)量=日住院孕產(chǎn)婦數(shù)X0. 527+0.010[結(jié)論]我院產(chǎn)科病房存在護(hù)理人力資源配置不足、內(nèi)部配置結(jié)構(gòu)不合理的問題。要滿足目前產(chǎn)科病房實(shí)際護(hù)理工作量的需要,應(yīng)根據(jù)護(hù)理人力資源配置模型動(dòng)態(tài)配置護(hù)理人員數(shù)量并且優(yōu)化護(hù)理人力資源配置結(jié)構(gòu),為產(chǎn)科病房配置數(shù)量合理、質(zhì)量過硬的護(hù)理隊(duì)伍,才能為孕產(chǎn)婦及新生兒提供優(yōu)質(zhì)高效的護(hù)理服務(wù),提高孕產(chǎn)婦住院滿意度。
[Abstract]:[objective] Nursing human resources is an important part of medical and health human resources. The high quality nursing quality needs sufficient manpower to ensure the quality of nursing. The shortage of nursing manpower will lead to excessive workload and excessive work pressure of nursing staff.It caused mental and physical exhaustion of nurses, decreased job satisfaction, job burnout and serious turnover, which affected the quality of nursing care in hospitals [1].Obstetrics, as a special department, includes pregnant women and newborns, and cannot simply count the number of nursing staff to be allocated according to pregnancy, the number of beds for mothers, and also take into account the hours spent by nursing staff on neonatal care [2], so,The purpose of this study was to provide reliable and scientific basis for the allocation of obstetric nursing human resources in our hospital by measuring the actual workload of obstetrical wards and constructing a model of nursing human resources allocation in obstetrical wards.[methods] this study included three stages: the first stage: 10 nursing experts were selected to construct nursing workload scale by Delphi expert consultation.The factors influencing the allocation of nursing human resources in obstetrical wards and the present situation of the allocation of human resources in obstetrics wards were investigated.The second stage: the direct nursing hours, indirect nursing hours and individual activity hours of 120 pregnant women in hospital during the 120 days from July 2016 to October 2016 were measured by the most table of nursing workload in obstetrical wards in the form of following shift.Through the questionnaire of influencing factors of nursing human resource allocation in obstetrical wards, the data of influencing factors of nursing human resource allocation in 120 days were collected, and the present situation of obstetric nursing human resources allocation was understood through the questionnaire on the present situation of obstetric human resources allocation.The database was established by Microsoft Excel 2010 and analyzed by SPSS 21. 0.The third stage: pass SPSS 21. 1.0 analyzing the collected data, combining the actual nursing workload of obstetrical ward with the influencing factors of nursing human resource allocation in obstetrical ward, using multiple linear regression analysis to construct the model of nursing human resource allocation in obstetrical ward.[result] 1.The actual bed care ratio in the maternity ward was only 1: 0.3, does not meet the national standard.The age structure of nursing staff in obstetrical wards was younger, mainly 25 ~ 34 years old; the educational background structure was reasonable, but lack of master's degree and above; the professional title structure was not up to the initial level stipulated by W.H.O, the ratio of middle and senior professional titles to 1:4:1 was .3.The ratio of bed to nurse in obstetrical ward should reach 1: 0.In order to meet the needs of the actual nursing workload.By comparing the working hours of direct nursing, it was found that the operation time of indirect nursing project was the most time-consuming, the direct nursing project "receiving new admission pregnant women" and the indirect nursing project "calculating hospitalization cost" took the most time.Comparing the working hours of direct nursing of pregnant and lying-in women with different days of hospitalization, it was found that the second day of hospitalization was the most time-consuming for direct nursing.There was no significant difference in indirect nursing hours and individual activity hours between pregnant and parturient women during different working days.The model of nursing human resource allocation in obstetrical ward is: the number of nursing staff required is equal to the number of pregnant and lying-in women in hospital per day X 0.Conclusion: there are insufficient allocation of nursing human resources and unreasonable internal configuration in obstetrical wards of our hospital.In order to meet the needs of actual nursing workload in obstetrical wards, the quantity of nursing staff should be dynamically allocated according to the model of nursing human resources allocation and the configuration structure of nursing human resources should be optimized so as to allocate the quantity of obstetrical wards reasonably.In order to provide high quality and efficient nursing service for pregnant women and newborns, the quality of nursing team can improve the satisfaction of pregnant women in hospital.
【學(xué)位授予單位】：昆明醫(yī)科大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：R473.71

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