护士长岗位胜任力和培训需求的现状调查

Current status of charge nurses' post competency and training needs

目的了解护士长岗位胜任力自评现状和培训需求,为制订合理的护士长培训策略提供参考依据.方法2017年10—12月,采用整群抽样法抽取北京大学人民医院98名护士长为研究对象.采用自行设计的一般情况调查表、护士长岗位胜任力问卷、管理相关培训需求问卷对护士长进行调查.本研究共发放问卷98份,回收有效问卷97份.结果97名护士长第一学历以大专和中专为主,占94.8%(92/97);任职年限<10年者占60.8%(59/97),主管护师职称占77.3%(75/97).护士长岗位胜任力自评总分为(93.33±3.44)分,其中"职业素养"维度得分率最高(96.36%),"领导管理能力"维度得分率最低(90.50%);单因素分析显示,不同任职年限和职称护士长的岗位胜任力总分差异均有统计学意义(P<0.05).所有护士长均表示需要接受岗位培训,管理技巧及方法、护理质量持续改进、护理安全管理列在护士长培训需求的前3位,专题讲座与研讨、外院参观、短期培训班列在培训形式的前3位.结论目前护士长自我感知的胜任力还有待进一步提高,基于岗位需求和发展需要,护士长具有较高的培训积极性.主管部门应根据目前护士长的不足和需求制订岗位培训策略,运用专题讲座与研讨等形式对护士长进行管理技巧与方法等方面的培训,提高其岗位胜任力.

Objective To investigate the self-assessment of post competency and training needs of charge nurses, so as to provide reference guidance for the establishment of appropriate training strategies. Methods By cluster sampling, 98 charge nurses from Peking University People's Hospital were selected from October to December of 2017 as the participants in this study. By the self-designed General Information Questionnaire, Charge Nurse Post Competency Questionnaire and the Management Related Training Needs Questionnaire to study the charge nurses. A total of 98 questionnaire were distributed and 97 valid ones were collected. Results The charge nurses' educational backgrounds were mainly junior college and technical secondary school, accounting for 94.8%(92/97);the working length of less than 10 years accounted for 60.8%(59/97);the title of chief nurse practitioner accounted for 77.3%(75/97). The total self-assessment score of charge nurse post competency was (93.33±3.44) points, among which the dimension of "professional feature" had the highest scoring rate of 96.36%, while the dimension of "leaders' management skills" had the lowest scoring rate of 90.50%. Single factor analysis indicated that the total score of post competency in the charge nurses with different working length and titles had statistical difference (P<0.05). All the charge nurses demand post training, and among the training needs, the top three were "management skills and method""continuous improvement of nursing quality", and "nursing safety management". The top three training modes were "special topic lectures and seminars""visiting other hospitals""short-term training sessions". Conclusions The current competence of the head nurse's self-perception needs to be further improved. Based on job requirements and development needs, the head nurse has a high level of training enthusiasm, The supervising departments should formulate post training strategies according to the charge nurses' current shortages and needs, adopt the teaching approaches of special topic lectures and seminars and so on to provide training on management skills and methods for the charge nurses in order to improve their post competency.