洛陽市三甲醫(yī)院低年資護士核心能力調(diào)查及影響因素分析
發(fā)布時間：2018-10-18 13:08
【摘要】：目的:了解洛陽市三甲醫(yī)院低年資護士核心能力現(xiàn)狀,明確影響洛陽市三甲醫(yī)院低年資護士核心能力因素,為低年資護士核心能力的培養(yǎng)提供依據(jù)。方法:洛陽市三甲醫(yī)院低年資護士核心能力的調(diào)查研究為橫斷面研究,采用量性研究與質(zhì)性研究相結(jié)合的方法。量性研究:通過便利抽樣法對洛陽市三甲醫(yī)院低年資護士進行問卷調(diào)查,問卷包括一般資料與《中國注冊護士核心能力量表》,采用IBM SPSS Statistics 23.0統(tǒng)計軟件對收集資料進行統(tǒng)計描述、方差分析、t檢驗、t’檢驗、LSD-t檢驗、Pearson相關(guān)分析和多重逐步線性回歸。質(zhì)性研究:采用目的抽樣法運用訪談提綱對低年資護士、高年資護士及與低年資護士對班的醫(yī)生進行訪談,以資料信息飽和為原則,運用Colaizzi七步分析法對資料進行整理和分析。結(jié)果:1量性研究本研究共發(fā)放調(diào)查問卷406份,收回有效問卷378份,有效回收率93.1%。1.1洛陽市三甲醫(yī)院低年資護士核心能力總分為(137.30±28.96),各維度條目均分由低到高依次為評判性思維/科研能力(2.32±0.57)、教育/咨詢能力(2.34±0.63)、臨床護理能力(2.49±0.54)、專業(yè)發(fā)展能力(2.49±0.65)、人際關(guān)系(2.56±0.59)、領(lǐng)導能力(2.60±0.57)、法律/倫理實踐能力(2.62±0.59)。1.2性別、護齡、層級、婚姻狀況、是否帶教、護理專業(yè)是否為第一志愿、專業(yè)興趣、職務(wù)以及外出進修情況不同的低年資護士核心能力有差異(P0.05)�？剖摇W歷、聘任情況、職稱,在校是否擔任班干部等情況不同的低年資護士核心能力無差異(P0.05)。1.3進修情況、婚姻狀況、是否帶教、層級、專業(yè)興趣影響低年資護士核心能力水平。2質(zhì)性研究圍繞影響低年資護士核心能力的因素進行訪談,共訪談了24名護士及醫(yī)生,提煉出五個低年資護士核心能力的影響因素,這五個因素可以分為組織因素與個人因素,組織因素包括團隊氣氛、工資待遇;個人因素包括自主學習能力、性格以及情商。結(jié)論:低年資護士核心能力得分處于中等水平,低年資護士的核心能力受進修情況、婚姻狀況、是否帶教、層級、專業(yè)興趣、團隊氣氛、工資待遇、自主學習能力、性格以及情商的影響。
[Abstract]:Objective: to understand the present situation of the core competence of junior nurses in the third Class A Hospital of Luoyang City, and to clearly influence the factors of the core competence of the junior nurses in Luoyang third Class Hospital, and to provide the basis for the cultivation of the core competence of the junior nurses. Methods: the core competence of junior nurses in the third Class A Hospital of Luoyang City was investigated as a cross section study. Quantitative study: the junior nurses in the third Class A Hospital of Luoyang City were investigated by the convenient sampling method. The questionnaire included general information and the China registered Nurses Core competence scale. The collected data were described by IBM SPSS Statistics 23. 0 statistical software. Analysis of variance, t test, t 'test, LSD-t test, Pearson correlation analysis and multiple stepwise linear regression. Qualitative study: the objective sampling method was used to interview junior nurses, senior nurses and doctors with junior nurses. Based on the principle of information saturation, Colaizzi seven-step analysis was used to sort out and analyze the data. Results: 1 A total of 406 questionnaires were distributed and 378 valid questionnaires were collected in this quantitative study. The effective recovery rate was 93.1.1.1 the total score of core competence of junior nurses in the third Class A Hospital of Luoyang City was (137.30 鹵28.96). The average scores of each dimension items from low to high were critical thinking / scientific research ability (2.32 鹵0.57), education / consultation ability (2.34 鹵0.63), clinical nursing ability (2.49 鹵0.54) and professional development. Ability (2.49 鹵0.65), interpersonal relationship (2.56 鹵0.59), leadership ability (2.60 鹵0.57), legal / ethical practice ability (2.62 鹵0.59). Nursing age, level, marital status, whether teaching, whether nursing major is the first volunteer, professional interest, position and go out to study different junior nurses have different core competencies (P0.05). There is no difference in core competence of junior nurses in different situations, such as department, education, employment, professional title, whether they are class cadres or not (P0.05). 1.3 the situation of further education, marital status, whether to take education, level, etc. 2 the qualitative study focused on the factors influencing the core competence of junior nurses. A total of 24 nurses and doctors were interviewed, and five influencing factors of core competence of junior nurses were extracted. These five factors can be divided into organizational factors and personal factors. Organizational factors include team atmosphere, salary and salary, and individual factors include autonomous learning ability, personality and emotional quotient. Conclusion: the score of core competence of junior nurses is at the middle level. The core competence of junior nurses is studied, marital status, education, level, professional interest, team atmosphere, salary, autonomous learning ability, etc. The influence of personality and emotional intelligence.
【學位授予單位】：鄭州大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：R47
本文編號：2279219
[Abstract]:Objective: to understand the present situation of the core competence of junior nurses in the third Class A Hospital of Luoyang City, and to clearly influence the factors of the core competence of the junior nurses in Luoyang third Class Hospital, and to provide the basis for the cultivation of the core competence of the junior nurses. Methods: the core competence of junior nurses in the third Class A Hospital of Luoyang City was investigated as a cross section study. Quantitative study: the junior nurses in the third Class A Hospital of Luoyang City were investigated by the convenient sampling method. The questionnaire included general information and the China registered Nurses Core competence scale. The collected data were described by IBM SPSS Statistics 23. 0 statistical software. Analysis of variance, t test, t 'test, LSD-t test, Pearson correlation analysis and multiple stepwise linear regression. Qualitative study: the objective sampling method was used to interview junior nurses, senior nurses and doctors with junior nurses. Based on the principle of information saturation, Colaizzi seven-step analysis was used to sort out and analyze the data. Results: 1 A total of 406 questionnaires were distributed and 378 valid questionnaires were collected in this quantitative study. The effective recovery rate was 93.1.1.1 the total score of core competence of junior nurses in the third Class A Hospital of Luoyang City was (137.30 鹵28.96). The average scores of each dimension items from low to high were critical thinking / scientific research ability (2.32 鹵0.57), education / consultation ability (2.34 鹵0.63), clinical nursing ability (2.49 鹵0.54) and professional development. Ability (2.49 鹵0.65), interpersonal relationship (2.56 鹵0.59), leadership ability (2.60 鹵0.57), legal / ethical practice ability (2.62 鹵0.59). Nursing age, level, marital status, whether teaching, whether nursing major is the first volunteer, professional interest, position and go out to study different junior nurses have different core competencies (P0.05). There is no difference in core competence of junior nurses in different situations, such as department, education, employment, professional title, whether they are class cadres or not (P0.05). 1.3 the situation of further education, marital status, whether to take education, level, etc. 2 the qualitative study focused on the factors influencing the core competence of junior nurses. A total of 24 nurses and doctors were interviewed, and five influencing factors of core competence of junior nurses were extracted. These five factors can be divided into organizational factors and personal factors. Organizational factors include team atmosphere, salary and salary, and individual factors include autonomous learning ability, personality and emotional quotient. Conclusion: the score of core competence of junior nurses is at the middle level. The core competence of junior nurses is studied, marital status, education, level, professional interest, team atmosphere, salary, autonomous learning ability, etc. The influence of personality and emotional intelligence.
【學位授予單位】：鄭州大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：R47
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