绩效管理在门急诊输液室护士绩效工资分配中的应用与体会  

Application and experience of performance management and performance-related pay for nurses in outpatient and emergency infusion room

作　　者：沈春燕[1] 

机构地区：[1]上海市第七人民医院门诊,200137

出　　处：《护理管理杂志》2012年第7期527-528,共2页Journal of Nursing Administration

摘　　要：目的探讨门急诊输液室护士绩效工资的分配方法与效果。方法采取以工作质量、工作数量、专业技能、护理安全、附加分值多项指标相结合的方法进行绩效考核,按照考核结果分配绩效工资。结果实施绩效管理后提高了护士、患者对输液室工作的满意度(P<0.05)。结论科学的绩效管理方法可以使绩效工资的分配更加合理,利于提高护士的工作积极性,提高患者的满意度。Objective To explore the methods and effects of performance management and performance - related pay applied in nurses in out - patient and emergency infusion rooms. Methods Performance assessment included the quality and quantity of work, professional technique, nursing safety, and other addi- tional items. Based on the evaluation results, nurse＇s performance - related pay was identified. Results Implementation of performance - related pay improved nurses＇job satisfaction and patients＇satisfaction to nursing （P 〈0.05 ）. Conclusion A scientific performance management can make performance -related pay more reasonable. It can promote the nurses＇enthusiasm and improve the satisfaction of patients.

关 键 词：绩效管理 输液室 绩效工资 

分 类 号：C931.2[经济管理—管理学]