奖励性绩效二次分配在不同层级护士工作管理中的应用  

Application of secondary distribution of rewarding performance in the management of nurses at different levels

作　　者：吴芝炜 胡雪丹[1] 李娟[1] 吴爱莲 WU Zhi-wei;HU Xue-dan;LI Juan;WU Ai-lian

机构地区：[1]江西省胸科医院,南昌市330006

出　　处：《护理实践与研究》2020年第16期135-137,共3页Nursing Practice and Research

基　　金：江西省卫生计生委科技计划项目(20195610)。

摘　　要：目的探讨奖励性绩效二次分配在不同层级护士工作中的应用效果。方法选取本院2017年1月至2018年12月的病房科室能级护士人数291人为研究对象,2017年1—12月对选取护士实施常规管理模式,2018年1—12月对选取护士实施奖励性绩效二次分配政策。比较实施前后护士自身满意度和平均绩效情况,住院患者、医师对护理工作的满意度以及护理人员离职、调岗意愿。结果实施后,护士自身满意度及住院患者、医师对护理工作的满意度明显高于实施前(P<0.05);不同层级护士的平均绩效也明显高于实施前(P<0.05);护理人员调岗意愿也由3人减少到了1人,护理人员的离职意愿也明显低于实施前,但差异无统计学意义(P<0.05)。结论对全体护士实施奖励性绩效二次分配政策,充分激发了护士工作热情,提升护士对自身的满意度,提高住院患者、医师对护理工作的满意度,减少护理人员的离职、调岗意愿,充分调动护士工作积极性,提升护士绩效,最大程度发挥个人潜能。Objective To explore the application effect of secondary distribution of rewarding performance in the nurses at different levels.Methods To select 291 nurses in the ward department from January 2017 to December 2018 in this hospital as the study object.The routine management model was implemented for selected nurses from January to December 2017,and the secondary distribution policy of rewarding performance was performed for selected nurses from January to December 2018.The nurses'self-satisfaction and average performance before and after implementation,the satisfaction of inpatients and physicians with nursing work,and the willingness of nursing staff to leave and transfer jobs were compared.Results After the implementation,the nurses'self-satisfaction and the satisfaction of inpatients and physicians with nursing work was significantly higher than before the implementation(P<0.05),the average performance of nurses at different levels was also significantly higher than before the implementation(P<0.05),the willingness of nurses to transfer jobs was also reduced from 3 to 1 person,the willingness of nursing staff to leave was also significantly lower than before implementation,but the difference was not statistically significant(P<0.05).Conclusion The implementation of secondary distribution policy of the rewarding performance for all nurses had fully stimulated nurses'enthusiasm for work,increased nurses'satisfaction with themselves,increased the satisfaction of inpatients and physicians with nursing work,and reduced nurses'willingness to leave and transfer jobs,fully mobilize the enthusiasm of nurses to work,improve nurses'performance,and maximize their personal potential.

关 键 词：奖励性绩效 二次分配 不同层级护士 工作效果 

分 类 号：R47[医药卫生—护理学]