新护士岗位胜任力模型指标体系的构建  

Construction of a post competency model index system of new nurses

作　　者：王玉花[1] 袁忠[2] 谌永毅[3] 李娟[4] 李旭英[4] 许湘华[5] 

机构地区：[1]湖南省肿瘤医院骨软组织科,湖南长沙410013 [2]湖南省肿瘤医院血管通道中心,湖南长沙410013 [3]湖南省肿瘤医院院办,湖南长沙410013 [4]湖南省肿瘤医院护理部,湖南长沙410013 [5]湖南省肿瘤医院头颈外科,湖南长沙410013

出　　处：《护理学杂志》2014年第18期53-55,共3页

基　　金：湖南省卫生厅科研基金资助项目(B2012-101)

摘　　要：目的构建新护士岗位胜任力模型指标体系，为新护士岗位培训提供理论参考。方法通过回顾国内外文献、问卷调查、专家咨询等方法初步建立新护士岗位胜任力模型指标体系，选取30名专家运用Delphi法对该模型内容进行两轮问卷调查，针对初级模型指标项目提出意见和建议。结果两轮专家咨询问卷的有效回收率为93．10％～96．67％，专家的协调程度较高；专家权威系数为0．78～0．99；确定的新护士岗位胜任力模型指标体系包括2个一级指标（软技能、硬技能）、7个二级指标（人际关系、管理能力、自我管理能力、职业情操、职业礼仪、专业知识、专业技能）、40个三级指标（沟通交流、团队合作等）。结论初步构建的新护士岗位胜任力模型指标体系较为完整，此指标体系的构建较可靠，可作为医院选拔、培训新护士的指标。Objective To build a post competency model index system of new nurses, and provide a theoretical reference for new nurses′ training. Methods The draft was finished by reviewing domestic and foreign literature, questionnaire investigation and expert consultation. Then, 30 experts were invited to finish two rounds of questionnaire survey to provide suggestions according to the Delphi method. Results The response rate of the two rounds of expert consultation questionnaire was 93.10%-96.67%, with high expert coordination and experts coefficient of 0. 78-0. 99. The final index system consisted of 2 first-level indexes （soft and hard skills）, 7 second-level index （interpersonal relationship, management ability, self-management ability, professional sentiment, professional etiquette, professional knowledge and professional skills） and 40 third-level indexes （communication amd teamwork, etc. ）. Conclusion The post competency model index system is relatively complete and the construction of the index system is reliable, which may be used as an index in selection and training of new nurses.

关 键 词：新护士 岗位胜任力 岗位培训 专家咨询法 指标体系 

分 类 号：R47[医药卫生—护理学]