天津市某三级甲等医院护士绩效考核公平感及影响因素分析  

Fairness perception on nurse performance appraisal and its influencing factors in a tertiary hospital in Tianjin

作　　者：魏丹莲 王相淇 杨丽君 李琪 马宏文[2] Wei Danlian;Wang Xiangqi;Yang Lijun;Li Qi;Ma Hongwen(Graduate School of Tianjin University of Traditional Chinese Medicine,Tianjin 301617,China;Tianjin People's Hospital Affiliated to Nankai University)

机构地区：[1]天津中医药大学研究生院,天津301617 [2]南开大学附属天津市人民医院

出　　处：《中国医疗管理科学》2022年第4期33-38,共6页Chinese Journal Of Medical Management Sciences

摘　　要：目的了解护士绩效考核公平感知的现状和影响因素,为提高护士绩效考核公平感知程度提供参考依据和建议。方法于2021年9月—10月便利抽取天津市某三级甲等综合医院675名护士采用绩效考核公平量表进行网络问卷调查,所得数据采用SPSS 26.0进行描述性分析、独立样本t检验、方差分析、回归分析等统计学方法进行影响因素分析。结果绩效考核公平感总得分为(46.29±11.08)分,条目均分为(3.86±0.92)分;绩效考核分配公平感维度分量表总分为(15.02±4.14)分,条目均分为(3.75±1.04)分;绩效考核程序公平感维度分量表总分为(11.48±2.95)分,条目均分为(3.83±0.98)分;绩效考核互动公平感维度分量表总分为(19.79±4.58)分,条目均分为(3.96±0.92)分,多因素分析结果显示,性别、职务、年龄、聘用类型不同的护士在绩效考核公平感、绩效考核分配公平感、绩效考核程序公平感、绩效考核互动公平感得分上的差异有统计学意义(P<0.05)。结论医院绩效考核相对公平,护士对医院绩效考核公平性基本认可,但还需要从性别、职务、聘用类型等多个方面考虑,并制定更加完善的绩效考核实施体系,达到更加公平的目的,以便提升护士对医院绩效考核公平的感知程度。Objective To investigate the current situation and influencing factors of the fairness perception on nurse performance appraisal and to provide evidence and suggestions for improving the fairness perception of performance appraisal.Methods From September to October 2021,675 nurses from a tertiary general hospital in Tianjin were selected by convenient sampling for online questionnaire-based survey using the Performance Appraisal Fairness Scale.Descriptive analysis,independent sample t test,analysis of variance,regression analysis,and other statistical methods were used to analyze the influencing factors.Results The total score of fairness perception on performance appraisal was(46.29±11.08)points,and the average score for each item was(3.86±0.92)points.The total score of fairness perception on performance-based payment was(15.02±4.14)points,and the average score for each item was(3.75±1.04)points.The total score of fairness perception on appraisal procedure was(11.48±2.95)points,and the average score for each item was(3.83±0.98)points.The total score of fairness perception on communication during appraisal was(19.79±4.58)points,and the average score for each item was(3.96±0.92)points.Multivariate analysis showed that nurses with different gender,job title,age,and employment type had significantly different perception on the fairness of performance appraisal,performance-related payment,appraisal procedure,and communication(all P<0.05).Conclusions Hospital performance appraisal is relatively fair in this tertiary hospital and is basically accepted by nurses.However,multiple factors including gender,job title,and employment type need to be considered to optimize the performance appraisal system,thus achieving higher fairness and improving nurses'perception of fairness in hospital performance appraisals.

关 键 词：护士 绩效考核 公平感 护理管理 影响因素 

分 类 号：R197.32[医药卫生—卫生事业管理] R192.6[医药卫生—公共卫生与预防医学]