对北京市三甲医院护理管理者护士能级分层及晋级要求期望的调查

Cross-sectional investigation of nursing managers＇ expectations towards nurses＇ energy level stratification and promotion requirements level three class A hospitals in Beijing

目的调查北京市三甲医院护理管理者对护士能级分层及晋级要求期望，为构建科学的护士能级分层体系提供依据。方法于2013年1—6月随机抽取北京市10所三级甲等医院148名护理管理者进行问卷调查。结果148名护理管理者中，55人认为适宜分成4层（占37．2％），29人适宜分成5层（占19．6％），37人适宜分成6层（占25.0％）。148名护理管理者均认为护士在晋级时，需要考虑学历、职称、工作年限、临床护理能力、教学能力、科研能力等多种指标要素，并表达了自身对护士各能级晋级要求的期望。结论护士能级适宜分为4—6级，在具体分层时需要综合、全面考虑多种指标要素，以最大程度体现所有护士的自身专业价值。护理管理者对护士能级晋阶要求的期望为构建科学客观的护士能级分层构建了良好的基础，为护士提供了可持续发展的职业生涯路径。

Objective To understand nursing managers＇ expectations towards nurses＇ energy level stratification so as to provide the basis for the establishment of a scientific nurses＇ level stratification. Methods Questionnaires were used to investigate 148 nursing managers who were randomly selected from level three class A 10 hospitals in Beijing. Results A total of 55 nursing managers （ 37.2% ） thought that nurses＇ stratification could be divided into four levels, 29 （ 19.6% ） for five levels and 37 （ 25.0% ） for six levels among 148 nursing managers. A total of 148 nursing managers believed that nurses＇ education background, professional title, working experiences, ability of nursing clinical, teaching ability, scientific research ability and so on should be considered as indicators of nurses＇ level stratification and expressed their expectations towards nurses＇ energy level stratification. Conclusions It is appropriate to divide nurses＇ stratification into four to six levels. Many indicators should be fully considered in the specific stratification to reflect the professional value of all nurses in maximum extent. Expectations of the managers towards nurses＇ energy level stratification provide a good foundation for building a scientific and objective nurses＇ level stratification and a sustained development career path for nurses.