Opportunities in crisis:An empirical study on staff improvisation and enterprise innovative performance

The study develops a theoretical model to account for the effect of staff improvisation on innovation performance by theoretical analysis and literature review.Staff improvisation was defined that staff utilize immediately available resource to produce creative results,in non-routine or unexpected ways,in the case of emergency and under time pressure.Results from a sample of 213 Chinese staff support the study hypothesis,and show that staff improvisation positively affected their creative performance.Furthermore,the three sub-dimensions of improvisation,including spontaneity behavior,creativity intention and utilizing available resource,could significantly promoted firm innovation performance.The results of this research offer guidance to managers about encouraging staff improvisation.Moreover,the present paper provides directions for future research on improvisation and innovation performance.Future research is encouraged to investigate mediating and moderating factors between organization improvisation and creative performance.

The road towards sustainable control of schistosomiasis in the Democratic Republic of Congo:Pre-assessment of staff performance and material resources in endemic regions

Objective: To improve knowledge and practice of health staff as well as the availability of material resources for diagnosis and management of schistosomiasis in two endemic provinces of DRC(Kinshasa and Bas-Congo).Methods: Structured interviews were performed using questionnaires with staff from 35 healthcare facilities in 9 health zones(HZ) of Kinshasa and 2 HZ in Bas-Congo.Results: Schistosomiasis was reported to be present in all the included HZ.Health staff knew the most important symptoms of schistosomiasis, but advanced symptoms were more accurately reported in Bas-Congo.Knowledge of symptoms related to schistosomiasis such as anemia(P = 0.0 115) and pollakiuria(P = 0.0 260) was statistically different in both two provinces.Kato-Katz technique and urine filtration were unavailable in both provinces.Parasitological diagnosis was mostly performed using the direct smear method.PZQ was available in 70% of the health facilities, all situated in Bas-Congo.Diagnosis and treatment mostly relied on symptoms and cost more in urban area than in rural.Conclusions: Though knowledge on schistosomiasis among health staff appears sufficient, substantial efforts still must be made to improve the availability of diagnostic tools and treatment in the health facilities in DRC.

Contractor-Related Factors and Performance of Bridge Construction Projects Implemented by Kenya National Highways Authority (KeNHA) Kenya

The performance of bridge projects in Kenya is poor in terms of completion by schedule, cost, and quality (scope). Yet, there is less evidence of empirical research on what factors contribute to this outcome. This study aimed to bridge this gap by examining the effects of contractor-related factors on the performance of bridge construction projects in Kenya through a case study of the Bridge projects Implemented by the Kenya National Highway Agency (KeNHA). The theory of constraints (TOC) was adopted as its theoretical framework. Descriptive research was used, and the target population was 18 bridge construction projects, which were the units of analysis from 2012 to 2022. In each of these projects, 18 respondents, namely clients, consultants, contractors, engineers, environment and social guards, project managers, stakeholders, subcontractors, technical advisors, and inspectors, were included in a target population of 144 respondents. A census was conducted and a structured questionnaire was administered from which a response rate of 68% was achieved. The information was analyzed using descriptive, correlation, and multiple linear regression analysis. The contractor-related factors considered in the study were staff and management factors. The findings indicated that staff and management factors had a positive and significant outcome on performance of bridge construction projects. The study recommends continuous training and a safe learning environment for staff to improve their skills and performance in future projects. The study also recommends that a special category for bridge contractors be created in Kenya’s National Construction Authority rankings to ensure that only qualified contractors implement the Bridge projects.

Work-related quality of life and performance appraisal among nurses at a tertiary hospital in Philippines

Objective:The objective of the study is to describe the work-related quality of life(WRQOL)among nurses and explore its association with performance evaluation ratings.Methods:A cross-sectional design was utilized measuring the WRQOL scale and the previous performance appraisal rating.Multistage sampling approach was utilized with nurses stratified based on their position and then systematically random sampled based on their unit assignment.Results:One hundred and eighty-two nurses were included.About half reported a high quality of work life(101;55.5%).Low scores were noted on the subscale working conditions(100;54.9%),low to average responses for home-work interface(109;59.9%),control at work(100;54.9%),and stress at work(90;49.5%).A higher proportion of nurses reported positive responses toward the areas of general well-being(113;62.1%)and job-career satisfaction(112;61.5%),than in the other subscales.There were notable differences between WRQOL ratings:(1)Head nurses had the highest perceived quality of work life,followed by nurse supervisors and charge nurses(F=6.1,P<0.01)and(2)Nurses in the pay-patient services reported lower quality of working life,while those in office and outpatient services had more positive scores(F=4.6,P<0.01).Conclusion:Only more than half of the nurses reported a high quality of work life,some of its dimensions,particularly job and career satisfaction and working conditions,appeared to vary in the perceived degree across years in service,work hours,and position.The assessment of the quality of work life may serve as an important tool to address staff burnout,absenteeism and other issues that affect job performance among health-care professionals.

Perception of Effects of Shiftwork Questionnaire (PESQ) among Ambulance Service Staff in Saudi Arabia: An Exploratory Factor Analysis

Objective: Despite efforts in describing the impact of shiftwork on the performance of health care workers, the perception of ambulance service staff is largely unexplored. This study attempted to develop the Perception of Effects of Shiftwork Questionnaire (PESQ) using a factor analysis approach to determine the underlying dimensions. Methods: A 16-item Likert scale research instrument, designed to gather information about the perceived effects of shiftwork on the respondents’ health, social relationships, and career quality, was floated to 375 ambulance services personnel in Saudi Arabia during March and April 2021. Results: Based on factor analysis, the questionnaire has three dimensions with varying reliability, namely “perceived effects on social relationship” (α = 0.815), perceived effects on health (α = 0.787) and “perceived effects on career quality” (α = 0.602). Over-all, the research instrument had an acceptable internal consistency (α = 0.829). Conclusion: The three-dimension model was analyzed simultaneously using parallel analysis and confirms that the three-factor model is the most ideal for the research instrument. Further research, however, is recommended to improve the internal consistency of the items which measure the perceived effects on career quality.

联络站何以助推人大代表监督履职?——基于清退扰民搅拌站的民生实事个案研究

基层人大代表闭会期间履职是全过程人民民主的特色体现。基于对深圳市S街道人大代表社区联络站助推人大代表清退扰民搅拌站的民生实事个案研究,可知以联络站为载体的基层人大代表闭会履职运行机制主要包括民意吸纳机制、机构规范化机制和压力回应机制。首先,联络站为人大代表提供了民意吸纳有组织和有秩序的空间与制度载体;其次,联络站通过站长履责规范化、联络员专业化从而增强自身能力和话语权,并促进了人大代表履职常态化;最后,运用建议案单一履职工具的代表压力推动程序性回应,联络站统筹代表运用多种履职工具的制度压力推动了实质性回应。

我国37家公立医院护理人力资源管理现状与绩效评估

护理人力资源是卫生人力资源的重要组成部分,是保证护理质量的基础,有效的护理绩效管理可以调动护士主观能动性,提高工作效率,提升护理人力资源管理水平。目前我国公立医院对护理绩效管理的探索处于起步阶段,管理方式仍参照企业人力资源管理模式,未充分考虑医疗工作的特殊性,导致当前护理绩效薪酬管理工作存在诸多问题。文章通过问卷调查方式,了解全国不同地区综合公立医院护理人力资源的现状以及绩效管理方式,分析了护理绩效管理中存在的问题及其原因,提出合理化的改革方向建议,以期为公立医院护理绩效管理改革提供参考,使护理绩效分配更加公平合理,发挥绩效导向作用,提高护理服务质量,构建护理管理工作发展良性循环。

公立医院薪酬制度改革难点及其对策研究

公立医院薪酬制度改革是我国医药卫生体制改革的重要内容,更是公立医院高质量发展亟待解决的重点和难点问题。通过文献研究和比较分析,梳理我国公立医院薪酬制度改革历程和医务人员薪酬现状,并比较部分发达国家公立医院薪酬体系间的差异;探讨了我国在该领域存在的政府财政投入不足且不均衡、薪酬制度保障薄弱、医务人员薪酬水平偏低、内部差距不合理、绩效考核分配不科学等问题。从加强政府财政投入、落实制度保障、完善绩效考核分配体系、非经济性薪酬补偿、加强信息化支撑5个方面提出对策和建议,为进一步提高改革成效提供参考。

新经济形态背景下人力资源管理策略的创新研究

随着科技的进步和全球化的加速,新经济形态对人力资源管理策略提出了新的要求。通过创新研究,企业可以更好地适应这些变化,提高人力资源管理的效率和效果。本文主要运用文献资料法、实证研究法等,对新经济形态背景下人力资源管理策略的创新进行研究。研究结果表明:研究新经济形态背景下人力资源管理的策略创新,有助于我们深入了解新经济形态对企业人力资源管理的影响和挑战,有助于我们探索新的管理理念和方法,有助于我们为企业提供更加科学合理的人力资源管理策略;同时,也有助于我们进一步探讨新经济形态下企业战略规划、人才培养和业绩提升等重要议题。最后,建议通过人才招聘创新、员工培训创新、绩效管理创新、薪酬福利创新、组织结构创新及信息管理创新等一系列创新操作,帮助企业适应新经济形态,促进企业的健康、长远、可持续性发展。

基于4R危机管理理论的医院职工感知舆情现状研究

目的探讨在自媒体平台兴起背景下的医院舆情管理现状及改进措施。方法应用4R危机理论制定医院职工感知舆情“重要性—符合度”量表,统计8个维度、23个题项的评分,作配对t检验并运用重要—表现程度分析法(Importance-Performance Analysis,IPA)进行分析。结果在所有维度和题项的评价中,职工感知舆情现状的符合度均低于重要性,缩减阶段所含维度的差距最大。通过IPA分析可知,在23个题项中,“文化环境”中的第1题“医院通过多种渠道了解职工和患者诉求”属于“高重要性—低符合度”题项,需重点改进;在8个维度中,缩减阶段中第1维度“文化环境”和第3维度“医患平台”属于“低重要性—低符合度”维度,在认识和行动上需同步加强。结论缩减阶段是医院舆情管理的重点内容,应从医院、职工和患者3个方面提出改进措施,为医院舆情管理提供参考。

医院职能部门“四定一考”实践探讨

人力资源是提高医院管理效能的核心。为解决公立医院职能部门科学定岗定编问题,引入“四定一考”概念,运用定岗、定编、定责、定薪与绩效考核相结合的方式,改善医院职能部门管理现状,提高工作效率,降低人力成本,促进公立医院高质量发展。

目标管理配合优化新绩效管理应用于耳鼻咽喉科的效果

目的分析目标管理配合优化新绩效管理用于耳鼻咽喉科的效果。方法选取2021年1月—2022年12月莆田九十五医院耳鼻咽喉科的18名护理人员为研究对象。将2021年1—12月实施常规管理措施作为实施前,2022年1—12月实施目标管理配合优化新绩效管理作为实施后。比较实施前后耳鼻咽喉科的护理工作质量、职业生命质量、护理差错发生率、护理人员满意度。结果(1)实施后护理工作质量各评分高于实施前(P<0.05)。(2)实施后护士职业生命质量(quality of nurses work life scale,QNWL)各评分高于实施前(P<0.05)。(3)实施后护理文书书写错误/遗漏、消毒隔离不彻底、未及时处理突发事件、给药不及时等护理差错总发生率低于实施前(P<0.05)。(4)实施后总满意度为94.44%,高于实施前的66.67%(P<0.05)。结论目标管理配合优化新绩效管理可提升耳鼻咽喉科护理人员的工作质量与职业生命质量,提高管理水平。

关键绩效指标在某院护理人员绩效考核中的应用

目的:探讨关键绩效指标(KPI)在大理大学第一附属医院内外科片区护理人员绩效考核中的应用效果。方法:应用KPI法,以护理质量、护理缺陷管理、患者服务、护士个人学习成长和附加分5个KPI指标(包含16个子指标),对全院35个科室进行绩效考核,比较KPI实施前后的综合护理质量。结果:KPI绩效考核实施后,内科片区护理安全、护理文书书写质量、急救药品物品的管理、安全注射正确执行率、健康教育知晓率均明显提高(P<0.05),外科片区查对制度规范执行率和安全注射正确执行率均明显提高(P<0.05);住院患者对护理工作的满意度明显提高(P<0.05);内外科护理不良事件发生例数、用药差错发生率均下降;内科护士的理论考核合格率和外科护士的理论、技能考核合格率均明显提高(P<0.05)。结论:应用KPI制定护理人员绩效考核项目,能有效评价和提升各临床科室的护理质量,在提高住院患者满意度的同时,也使护士个人能力明显提升。

护理人员工作时长与工作绩效的关系:有调节的中介模型

文章采用方便抽样法选取江苏省某三甲医院1 032名在岗护理人员进行问卷调查,基于工作要求—资源(job demands-resources,JD-R)模型,探讨护理人员工作时长、职业倦怠、正念感知水平与工作绩效之间的关系及其作用机制。结果发现,护理人员工作时长增加,工作绩效降低(β=-0.10,P<0.05),职业倦怠在护理人员的工作时长与工作绩效中起中介作用;正念感知水平对该中介模型有调节作用(β=0.01,P<0.01),高正念感知水平的护理人员,随着工作时长的增加,工作绩效增加(β=0.10,P<0.05)。提示护理人员正念感知水平的提升,有助于缓解其职业倦怠状态,提高工作绩效。

护理人员实施绩效考核管理的方法与效果评价

目的分析临床应用绩效考核管理模式对提高护理人员护理质量的应用价值。方法选取2022年1—12月五莲县人民医院全部病区的25名在职护理人员为研究对象,以时间节点分为两组。其中2022年1—6月实施常规管理干预(实施前);2022年7—12月实施绩效考核管理(实施后)。比较实施前后的护理质量评分(环境卫生、文书书写、健康教育、病区管理)、护理合格积分(岗位职责、病区管理、工作质量、安全管理、分级管理)、不良事件发生情况。结果实施后的护理合格积分均高于实施前,差异有统计学意义(P均<0.05)。实施前不良事件发生8例,实施后不良事件发生1例。实施后的护理质量评分高于实施前,差异有统计学意义(P均<0.05)。结论临床对护理人员实施绩效考核管理模式,不良事件发生较少,且可显著提高院内医疗质量。

公立医院基于RBRVS理念的绩效评价体系探索研究

目的:探索以资源消耗为基础的相对价值点数法(RBRVS)在医院绩效分配中的应用。方法:通过梳理诊疗项目、确定评分原则、组织专家访谈构建综合绩效评价体系,采用描述性分析法,对应用效果进行评价。结果:构建了包含5800项诊疗项目和520项护理项目的采集量表,确定了RBRVS绩效管理体系。结论:评价体系科学地反映医务人员劳务价值,调动了医务人员的积极性,医院各项运营数据趋势向好。

持续质量改进对消化内科护理质量及护理人员管理满意度的影响

目的探究持续质量改进(Continuous Quality Improvement,CQI)护理管理模式对消化内科护理质量及护理人员管理满意度的影响。方法选取2023年2—9月衡阳市中医医院任职的13名护理人员作为研究对象,根据时间不同分管理前、管理后。管理前时间为2023年2—5月,实施传统护理管理;管理后时间为2023年6—9月,实施CQI护理管理。对比管理前后护理人员的护理质量评分、护理管理满意度评分、工作绩效量表评分。结果管理后,护理人员护理质量得分高于管理前,差异有统计学意义(P<0.05);护理人员的管理满意度为100.00%,高于管理前的84.62%,差异有统计学意义(P<0.05);护理人员的工作绩效得分高于管理前,差异有统计学意义(P<0.05)。结论消化内科实施CQI护理管理,能够提高管理满意度与护理质量,增强护理人员的工作绩效。

护理人员对基于RBRVS和DRGs的护理绩效考核模式满意度现状调查

目的调查三六三医院护理人员对护理单元绩效考核模式改革后的满意度,为完善医院护理单元绩效考核模式提供依据。方法采用方便抽样法,于2022年9月1—30日采用护理人员绩效考核满意度调查表,对三六三医院的606名护理人员进行调查,分析护理人员对绩效考核模式满意度的状况。结果不同工龄、不同学历、不同职称、不同岗位层级护理人员在对医院绩效考核制度的了解程度方面的满意度差异有统计学意义(P<0.05),其余维度差异无统计学意义(P>0.05)。结论不同工龄、不同学历、不同职称、不同岗位层级护理人员对医院绩效考核制度的了解程度方面的满意度较低,管理者应建立完善、科学合理、公平公正的护理绩效考核模式,调动护理人员的工作积极性,提升护理人员的工作满意度和幸福感。

装备制造企业三类核心人员质量绩效评价及其应用研究

装备制造企业人员质量绩效评价是提高产品质量和企业竞争力的有力抓手。针对装备制造企业的研发、管理和操作人员在企业内部质量管理中的职能,系统分析了职能内涵并充分考虑指标数据来源,设计了包括基本质量绩效、人员质量奖惩和人员质量创新3个维度的全员质量绩效指标体系。综合考虑主观权重和客观权重的特征,采用组合赋权法确定指标权重并运用线性合成法实施质量绩效评价。最后通过案例说明了该方法的应用价值和指导作用,为改进全员质量绩效提供理论和实践指导。

基于LSPI质量改进框架的压力性损伤临床防治国际指南的应用与评价

目的分析基于LSPI[领导力(Leadership)、护士培训(Staff)、临床实践优化(Performance Improvement)和信息技术(Information Technology)]质量改进框架的压力性损伤临床防治国际指南的应用效果,以期为促进相关防治实践指南向临床转化提供新方法。方法应用前-后对照研究方法,选择2019年7月—2020年6月就诊于本院的住院患者101005例设为对照组,选择2020年7月—2021年6月就诊于本院的住院患者110824例设为试验组。比较实施前后院内压力性损伤首次风险评估及时率、首次风险评估准确率、高危患者预防措施落实率与压力性损伤发生率。结果首次风险评估及时率从干预前86.73%上升至干预后96.25%,首次风险评估准确率从干预前93.46%上升至干预后98.69%,高危患者预防措施落实率从干预前94.21%上升至干预后98.15%,院内压力性损伤发生率从干预前0.77‰下降至干预后0.29‰,前后比较,差异均具有统计学意义(均P<0.05)。结论基于LSPI质量改进框架的压力性损伤临床防治国际指南的应用可提高压力性损伤过程管理质量,从而降低院内压力性损伤的发生率,促进实施以指南为依据的实践规范。