综合医院临床护士胜任力与工作绩效现状调查

Investigation of the competency and job performance of clinical nurses in general hospitals

目的:调查综合医院临床护士胜任力与工作绩效现状,并分析二者相关性,探讨工作绩效的影响因素。方法:采用中国护士胜任特征测评问卷和护士工作绩效量表,对某市4所三级综合医院400名工作满1年以上的注册护士进行整群抽样问卷调查。结果:临床护士胜任力总均分为(3.70±0.47)分,工作绩效总均分为(4.02±0.54)分。单因素方差分析显示,不同年龄、科室、职称、职务、用工性质、工作年限临床护士的胜任力及工作绩效评分差异均有统计学意义(P<0.05~P<0.01),不同初始学历、婚姻状况临床护士的工作绩效评分差异亦均有统计学意义(P<0.01)。直线相关分析结果显示,临床护士的总胜任力及其14项胜任特征与工作绩效及其3个维度均呈正相关关系(P<0.01)。逐步回归分析显示,对护士工作绩效有重要影响的变量依次为工作年限、道德责任、同理心和德行垂范(P<0.01)。结论:临床护理人员的胜任力是工作绩效的重要影响因素,护理管理者应根据工作绩效的影响因素采取针对性措施,同时注重护士胜任能力的需求培养,进一步实现工作绩效的提高。

Objective：To investigate the competency and job performance status of clinical nurses in general hospitals, analyze the correlation, and explore the influencing factors of job performance. Methods ： Four hundred registered nurses working more than 1 year from 4 tertiary general hospitals in a city were investigated by cluster sampling questionnaire using the Questionnaire of Nurses＇ Competency and Scale of Nurses＇ Job Performance. Results： The average scores of the competency and job performance in clinical nurses were （3.70 ± 0.47） and （4.02 ± 0.54）, respectively. The univariate analysis of variance indicated that the differences of the competency and job performance in different age, department, title, duty, nature of employment, work experience, initial education and marital status clinical nurses were statistically significant （ P 〈 0.05 to P 〈 0.01 ）. The results of pearson liner correlation analysis showed that the overall competency and 14 competent characteristics were positively correlated with the job performance and its 3 dimensions（P 〈 0.01 ）. Stepwise regression analysis showed that the important inflencing variables on the job performance of clinical nurses were the working year, moral responsibility, compassion and moral responsibility in turn （P 〈 0.01 ）. Conclusions： Clinical nurses＇ competency is one of the important influencing factor on job performance. Nursing managers should implemented the specific measure to the influencing factor of job performance, and cluture the needs of the competency of clinical nurses in order to further improve the job performance.