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目的:分析绩效管理与分级设置模式在骨科护理质量提升中的应用价值。方法:义乌市中心医院医院骨科有1个单元2个病区,护理人员25人,随机选择实施前后各100例骨科住院患者,选择SPSS18.0统计学软件中的随机数字对应应用前后根据时间顺序所调查出来的患者护理满意度调查表,随机选择前100份随机数字,具体实施内容为设置骨科护理工作岗位分级;创建以绩效为基础的岗位责任体制;骨科护理绩效考核具体要求。结果:实施后,骨科特一级护理、重点环节管理、病房管理及基础护理等得分比实施前高,且差异性较为明显(P<0.05),骨科患者对临床护理服务态度、业务能力、护患关系、健康教育情况及护理及时性等评分提升非常明显(P<0.05),比较实施前,患者对护理人员、医师对护理人员及护理人员间工作满意度提升比较明显(P<0.05)。结论:选择绩效指标,将各层级护理技术含量直接体现出来,对护理人员工作潜力与创造性进行全面激发,对提升护理质量水平具有很大促进作用,使护患关系得到全面改善,提升护理人员集体归属感与工作认同感,相关研究采用绩效考核方式对重要指标进行设置,结果发现,护理人员工作主动性、积极性及服务意识得到很大提升,而且也增强了患者对临床护理人员的服务满意度。
Objective: To analyze the application value of performance management and graded setting mode in the quality of orthopedic nursing. Methods: Yiwu Central Hospital Hospital Orthopedics 1 unit 2 wards, 25 nursing staff, randomly selected before and after the implementation of 100 cases of orthopedic inpatients, selected SPSS18.0 statistical software corresponding to the application of random numbers before and after the time sequence The survey of patient satisfaction survey, random selection of the first 100 random numbers, the specific implementation content to set orthopedic nursing job classification; to create performance-based job responsibility system; specific requirements for performance evaluation of orthopedic care. Results: After the implementation, the scores of orthopedic special primary care, key links management, ward management and basic nursing were higher than those before implementation, and the difference was more obvious (P <0.05). The orthopedic patients’ attitude towards clinical nursing service, professional ability, nursing Patient relationship, health education and timeliness of care were significantly improved (P <0.05). Before the implementation, patients’ satisfaction with nursing staff and nursing staff was significantly improved (P <0.05). Conclusion: Choosing performance indicators directly reflects the technical content of nursing at all levels, stimulating the work potential and creativity of nurses in an all-round way, promoting the quality of nursing care in an all-round way, improving the relationship between nurses and patients, and improving the nursing staff’s collective Belonging and work identity, the relevant research adopts the performance appraisal method to set the important indicators. As a result, the nursing staff’s work initiative, enthusiasm and service awareness are greatly improved, and the service satisfaction to the clinical nursing staff is also enhanced .