| 俞柳韵,奚慧琴.公立医院高质量发展背景下护士长绩效考核评价指标的构建与应用[J].上海护理,2025,25(11): |
| 公立医院高质量发展背景下护士长绩效考核评价指标的构建与应用 |
| Constructing and Applying Performance Evaluation Indicators for Nurse Managers in the Context of High-Quality Development of Public Hospitals/Yu Liuyun, Fu Jingjing, Chen Xiaomei, Ji Mengting, Xi huiqin//Chinese Hospitals |
| DOI： |
| 中文关键词: 主基二元法 高质量发展 护士长绩效考核 指标构建 |
| 英文关键词:Main-basic duality, High-quality development, Nurse leader Performance evaluation, Develop index |
| 基金项目:上海交通大学医学院附属仁济医院护理管理课题(ynglzdkt 2024 -002)；上海交通大学医学院护理学科建设项目(SJTUHLXK2024) |
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| 中文摘要: |
| 摘要：目的 构建适宜高质量发展背景下的护士长绩效考核评价指标，为护士长绩效的考核提供标准、可量化的依据。方法 以“主基二元法”为理论框架，运用文献研究、半结构式访谈法、德尔菲法及层次分析法，确定护士长绩效考核评价指标体系内容和各指标权重。2023年7月-12月 对某三级甲等医院154名护理管理者进行绩效考核应用测评。
结果 两轮函询问卷的有效回收率均为100%。专家的判断系数Ca为0.88，熟悉系数Cs为0.88，权威系数Cr为0.88，变异系数为0.00～0.24，各条目均分≥3.5。最终构建的护士长绩效考核评价指标包括2个一级指标，11个二级指标，43个三级指标。二级指标中，护理学科人才建设（38.43%）、护理科研与创新（38.5%）得分率最低，护士长合格率为90%。 结论 以主基二元法绩效理论构建的公立医院高质量发展背景下护士长绩效考核评价指标科学合理、内容全面、为护士长的绩效管理提供依据，推动医院的高质量发展。 |
| 英文摘要: |
| Abstract: Objective: This study aimed to construct a performance evaluation index of nurse leaders suitable for the context of high-quality development of public hospitals. To provide a standard and quantifiable basis for the performance assessment of head nurses. Methods: Based on the theoretical framework of Main-basic duality, literature research, semi-structured interview method, Delphi method and analytic hierarchy process were used to determine the content of the performance appraisal evaluation index system of head nurses and the weight of each index. From July to December 2023, We conducted a performance evaluation application assessment for 154 nurses leaders in a Class A tertiary hospital. Results: After two consultation rounds, with a recovery rate of 100%, expert judgment coefficient of 0.88, expert familiarity coefficient of 0.88, expert authority coefficient of 0.88,and coefficients of variation 0.00-0.24,and item mean scores≥3.5, two first-level indicators (dimensions), 11 second-level indicators, and 43 third-level indicators were finalized. Among the secondary indicators, the lowest scoring rates were for nursing discipline talent cultivation (38.43%) and nursing research and innovation (38.5%). The qualified rate for nurse managers was 90%. Conclusions: Under the background of high-quality development of public hospitals, the evaluation index of performance evaluation of head nurses based on the Main-basic duality theory is scientific and reasonable, and the content is comprehensive which provide the basis for the performance management of head nurses to promote the high quality development of the hospital . |
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