新型绩效管理模式在优质护理示范病房的激励效应

Incentive effects of new performance management mode on high quality nursing demonstration ward

目的：探讨新型绩效管理模式在优质护理示范病房应用后的激励效应。方法对2011年5月—2012年5月科室护士绩效奖金按资历、职称、个人出勤率、分管患者护理级别数等计算,2012年6月—2013年6月科室奖金实施新型绩效管理模式。通过成立护理绩效考核小组,实行护士岗位分配及分层管理,建立新型绩效管理模式。比较实施前后基础护理、分级护理、危重护理、护理安全、病房管理等护理工作的质量,患者对护理工作的满意度,护士对自身工作的满意度情况进行比较。结果新型绩效管理模式实施后,基础护理、分级护理、危重护理、护理安全、病房管理等护理工作的质量评分情况明显高于实施前,差异有统计学意义（P〈0.05）。新型绩效管理模式实施前患者中有211人对护理工作非常满意,105人对护理工作满意,满意率为91.59%；实施后患者中有337人对护理工作非常满意,24人对护理工作满意,满意率为100%。新型绩效管理模式实施前护理人员对目前工作的满意率为20.52%；实施后护理人员对目前工作的满意率为71.79%。差异有统计学意义（P〈0.05）。结论实施新型绩效管理模式,充分调动了护士的工作积极性与主观能动性性,提高了护理工作质量及患者满意度。

Objective To explore incentive effects of the new performance management mode on high quality nursing demonstration ward. Methods Performance bonuses of departments were calculated by qualifications, professional titles, participatory attendance and nursing levels in charge of patients from May 2012 to May 2013. A new performance management mode was conducted to calculate performance bonuses of departments from June 2012 to June 2013. We established a nursing performance assessment team to carry out nurses′work allocation, hierarchical management and establishment of a new performance management model. The quality of basic nursing care, grading nursing care, critical care, nursing safety, ward management and so on, patients′satisfaction with nursing, nurses′ satisfaction with their own jobs were compared before and after implementation of the new performance management model. Results After implementation of the new performance management model, scores of quality of basic nursing care, grading nursing care, critical care, nursing safety, ward management and so on were higher than those before implementation （P〈0. 05）. Before implementation of the new performance management model, 211 patients were very satisfied with nursing care and 105 patients were satisfied with nursing care with the satisfaction rate of 91. 59%; after that,＆amp;nbsp;337 patients were very satisfied with nursing service and 24 patients were satisfied with nursing service with the satisfaction rate of 100%. Before implementation of the new performance management model, nurses′satisfaction degree with their jobs was 20. 52%; after that, the satisfaction degree was 71. 79% with a significant difference（P〈0. 05）. Conclusions Implementation of the new performance management model fully mobilizes nurses′motivations and subjective initiatives along with improving quality of nursing care and patients′satisfaction.