护理管理者胜任力模型在新任护士长培训中的应用与效果评价  

Application and effect evaluation of clinical nursing leadership competency model in the training of new headnurses

作　　者：马莉[1] 王清[2] 陈雁[1] 

机构地区：[1]南京大学医学院附属鼓楼医院护理部,南京市210008 [2]南京大学医学院附属鼓楼医院神经内科12B病区,南京市210008

出　　处：《中国护理管理》2017年第12期1635-1639,共5页Chinese Nursing Management

摘　　要：目的 :评价护理管理者胜任力模型在新任护士长胜任力培训中的效果。方法 :以护理管理者胜任力模型为理论框架构建新任护士长培训方案,对我院2015年竞聘上岗的31位新任护士长进行为期18个月的系统培训。结果 :培训结束后新任护士长理论考核的合格率为100.00%,两轮技能考核合格率分别为100.00%、93.55%;31位新任护士长与63位历任护士长的绩效考评比较,差异无统计学意义(P>0.05);31位新任护士长综合考评均分为(92.93±2.16)分,合格率为100.00%,6名(19.35%)新任护士长被评为优秀;访谈结果显示新任护士长普遍认为培训课程设置合理,系统课程培训有益于提高管理意识,促进角色转变。结论 :以护理管理者胜任力模型为理论框架构建的新任护士长培训方案有助于促进新任护士长角色转换,提高护理管理意识、管理技能与解决问题的能力。Objective： To explore the effect of clinical nursing leadership competency model applied in the training of new headnurses. Methods： We constructed a training program according to the five parts of clinical nursing leadership competency model to train 31 new headnurses employed in 2015 systematically for 18 months, then assessed and analyzed both quantitative and qualitative indicators comprehensively. Results： The qualification rate of theory examination was 100.00%, and the passing rates of practice assessment were 100.00% and 93,55%, respectively. No significant differences were seen as to performance appraisal between new headnurses and senior headnurses （P〉0.05）. The average score of comprehensive evaluation of headnurses was 92.93＋2.16 and the qualification rate was 100.00%, six （19.35%） of which were excellent.Interview resultsshownthat the training curriculum wasreasonable, and a systematically training couldimprove management of new headnurses and promotetheir role transformation. Conclusion： The clinical nursing leadership competency model could provide a framework to construct the training program for new head nurses, through which their role transformation could be promoted and their management skills as well as the ability to cope with problems would be enhanced.

关 键 词：护理管理者胜任力模型 新任护士长 培训 岗位管理 

分 类 号：R47[医药卫生—护理学]