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作 者:迟俊涛[1] 宋振兰[1] 朱永健[1] 解杰梅[1] 王晓宁 周璐 Chi Juntao;Song Zhenlan;Zhu Yongjian;Xie Jiemei;Wang Xiaoning;Zhou Lu(Department of Nursing, Yantai Yuhuangding Hospital, Yantai 264000, China;Department of Cardiovascular Medicine, Yantai Yuhuangding Hospital, Yantai 264000, China;Shool of Nursing, Weifang Medical University, Weifang 261041, China)
机构地区:[1]烟台毓璜顶医院护理部,264000 [2]烟台毓埃顶医院心血管内科,264000 [3]潍坊医学院护理学院,261041
出 处:《中国实用护理杂志》2019年第27期2148-2151,共4页Chinese Journal of Practical Nursing
基 金:中华护理学会科研项目(ZHKY201601).
摘 要:目的探讨决策树分类法在外科病区护理工作量评价中的应用。方法2017年2月20日至3月26日收集23个外科病区每日护理工作量统计指标,采用决策树对各病区护理工作量进行评价,分析各预测因素的重要性及分类规则。结果入院人数是预测病区每日护理工作量的首优变量(F=39.128,P=0.000),按照入院人数≤1,1<入院人数≤4,4<入院人数≤7,入院人数>7将病区每日工作量划分成4个等级;手术人数(F=7.578,P=0.046)和心电监护人数(F=28.306,P=0.000)是次优变量,按照手术人数≤5,手术人数>5和心电监护人数≤5,心电监护人数>5将病区每日工作量进一步划分成5个等级。结论入院人数、心电监护人数和手术人数是预测外科病区每日护理工作量的重要指标,护理管理者可根据决策树形成的各预测因素分类规则及因素组合情况,结合临床工作实践,对病区每日工作量进行评价,为优化人力资源配置和护理人员绩效考核提供参考依据。Objective To evaluate the nursing workload in surgical departments by decision tree method. Methods The indexes of nursing workload of 23 surgical departments were analyzed with decision tree method from February 20 to March 26 in 2017. Results According to decision tree analysis, the number of admitted patients was high-priority variable (F=39.128, P=0.000), and the nursing workload was divided into four grades by number of admitted patients ≤ 1, 1<number of admitted patients ≤ 4, 4 < number of admitted patients ≤ 7, number of admitted patients >7, respectively. The suboptimal variables were number of operations (F=7.578, P=0.046) and number of electrocardiogram monitors used (F=28.306, P=0.000), the nursing workload was further divided into six grades by number of operations ≤ 5, number of operations>5 and number of electrocardiogram monitors use ≤ 5, number of electrocardiogram monitors use > 5, respectively. Conclusions The number of admitted patients, electrocardiogram monitors used and operative patients were significant indexes of nursing workload in surgical departments, which helps the nurse managers evaluate the nurse performance and optimize human resource allocation based on decision tree analysis and clinical practice.
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