医院护理绩效动态分配方案构建及应用效果分析

Construction of hospital nursing performance dynamic allocation plan and analysis of its application effect

目的:构建护理绩效动态分配方案,从而为医院护理绩效考核提供全新方法,对实际运用效果进行分析。方法:从医院信息化平台系统中获取全院护理人员4种指标类型(护理效率、护理质量、护理工作量及护士业绩)的90项数据,主要采用卡方自动交互检测法(chi-squared automatic interaction detector,CHAID)对指标数值进行分析,将不同病区护理人员划分成不同绩效集群,从落实对不同病区护理人员护理绩效即时性分类,方案应用前后,从公平性、适用性、接受性、客观性、效率性、总体满意度6个维度对护理人员的满意度实施比较分析。结果:函询专家中56.52%具有硕士及以上学历,91.3%具有副高级及以上职称。第1轮与第2轮专家协调度各项指标维度均具有统计学意义(P<0.05),23位护理专家权威系数均>0.800,最终确立一级指标4个、二级指标82个;护士对护理绩效管理方案应用前[(2.82±1.16)分]与应用后[(4.29±0.55)分]满意度比较差异具有统计学意义(P<0.05)。护理管理人员对绩效方案实施前[(3.09±0.82)分]与方案实施后[(4.02±0.74)分]满意度比较,差异具有统计学意义(t=-7.51,P=0.019)。结论:护理绩效动态分配方案对护理操作数量、质量、效率、业绩4个方面实施分类与分析,为护士提供绩效量化考核标准,为护理管理人员提供具有科学性和实时性的考核方案,具有操作简便、降低成本等特点。

Objective:To construct a dynamic allocation plan for nursing performance,so as to provide a new method for hospital nursing performance evaluation,and to analyze the actual application effect.Methods:A total of 90 items of data in four indicators(nursing efficiency,nursing quality,nursing workload,and nurse performance)were obtained from the hospital information platform system,mainly using chi-squared automatic interaction detector(CHAID)to analyze the indicator values.Divide nursing staff from different wards into different performance clusters.Classify immediately from the implementation of nursing performance in different wards.Compare and analyze the satisfaction of nurses from six dimensions:fairness,applicability,acceptability,objectivity,efficiency,and overall satisfaction before and after the application of the plan.Results:A total of 56.52%of the experts in correspondence had a master′s degree or above,and 91.3%had an associate senior or above title.The index dimensions of the first and second rounds of expert coordination were statistically significant(P<0.05);the authority coefficients of 23 nursing experts were all>0.800.Finally,4 first-level indicators and 82 second-level indicators were established;There was a statistically significant difference in nurses′satisfaction values between before[(2.82±1.16)]and after[(4.29±0.55)]the application of the nursing performance management program(P<0.05).Nursing managers had a significant increase in satisfaction with the performance plan before[(3.09±0.82)]and after the plan implementation[(4.02±0.74)],and the difference was statistically significant(t=-7.51,P=0.019).Conclusions:The nursing performance dynamic allocation plan implemented classification and analysis on the four aspects of nursing operation:quantity,quality,efficiency,and performance,provided the quantitative performance assessment standards for nurses and scientific and real-time assessment plans for nursing managers.It has the characteristics of simple operation and low cost.