Miller金字塔能力模型在ICU新入科护士岗前培训方案中的应用

Application of an ICU new nurses orientation program based on the Miller pyramid competency model

目的 探讨Miller金字塔能力模型在ICU新入科护士岗前培训方案中的构建及应用效果。方法 选择2016年至2017年入科ICU护士10名为试验组,实施Miller金字塔能力模型在ICU新入科护士岗前培训方案(主要包括床边带教老师的岗前培训、操作站为核心的授课模式、清单式床边带教和全面的能力评价);选择2014年至2015年入科ICU护士10名为对照组,接受传统岗前培训模式即集中式理论授课与传统床边带教,比较两组新护士对ICU岗前培训的满意度和独立上岗前的胜任力有无差异。结果 试验组岗前培训的满意度、胜任力自我评价、胜任力同事间评价得分为(13.71±1.11)分、(116.52±2.31)分、(90.00±1.68)分,明显高于对照组(10.41±1.01)分、(105.77±4.13)分、(75.59±2.25)分,差异均有统计学意义(均P<0.05)。结论 实施基于Miller金字塔能力模型的ICU岗前培训方案能够提高新护士对岗前培训的满意度和岗位胜任力。

Objective To develop and apply an ICU orientation program based on the Miller pyramid competency model.Methods 10 new ICU nurses in 2016 and 2017 were selected as the experimental group.The experimental group received the new orientation program,including the orientation of preceptors,workshopcentered orientation courses,checklists-precepting and comprehensive competency evaluation methods.10 new ICU nurses in 2014 and 2015 were selected as the control group.The control group received the conventional orientation program,including focused theory classes and traditional precepting.New nurses’satisfaction on the orientation and the competency were analyzed before and after intervention in the two groups.Results Satisfaction with the orientation,self-evaluated competency,and peer-evaluated competency in the experimental group were(13.71±1.11)points,(116.52±2.31)points,and(90.00±1.68)points respectively,which were much better than those in the control group[(10.41±1.01)points,(105.77±4.13)points,(75.59±2.25)points],with statistically significant differences between the two groups(P<0.05).Conclusion The ICU new nurse orientation program based on the Miller pyramid competency model can improve the new nurses’satisfaction on the orientation and the competency after the orientation.