护理人员动态岗位意愿及实施对策研究
发布时间：2019-05-17 12:54
【摘要】：研究背景护理人力资源短缺是全球亟待解决的问题,在中国尤为严峻,人员不足将导致护理服务质量下降从而威胁病人安全。护理动态岗位管理作为一种创新的岗位管理模式,结合兼职护士与流动护士模式的优势,以院内兼职的形式建立护理人员流动机制,逐步实现从科室固定护士数量管理,转变为护士动态管理调配[34],提高护士利用率,有效解决护理人员结构性稀缺。虽然已有相关研究证实了动态岗位管理的有效性,但鲜有护理人员对于护理动态岗位意愿、影响因素及实施对策研究。因此,本研究基于护理人员意愿探求更具可行性的护理动态岗位实施对策,使得护理动态岗位管理更加贴合护理人员的需求与意愿,从而促进护理动态岗位的有效实施。研究目的调查分析护理人员对护理动态岗位的认知、意愿、影响因素及具体实施意见,提出医院护理动态岗位的管理建议,为护理动态岗位的实施提供参考依据。研究方法本研究运用文献研究法进行护理动态岗位管理及部分国家流动护士、兼职护士相关综述,运用问卷调查法调查护理人员对护理动态岗位的认知、意愿、影响因素及具体实施意见。采用分层随机抽样的方法抽取广州市某三甲综合性医院445名护理人员进行问卷调查,调查内容包括护理人员基本情况、动态岗位认知情况、动态岗位意愿情况及动态岗位实施意见四部分。调查结果运用SPSS20.0进行统计分析,采用率、构成比等统计指标对护理人员基本情况和动态岗位实施意见进行描述性分析;采用Pearsonx2检验对比不同组别护理人员的动态岗位认知、意愿情况;采用Mann-WhitneyU检验进行动态岗位意愿单因素分析;采用Logistic回归进行动态岗位意愿多因素分析。研究结果1.动态岗位认知:61%的护理人员不了解护理动态岗位;在不同组别护士的认知情况比较中,不同年龄(P0.001)、职称(P=0.002)、工作年限(P=0.007)和聘用方式(P=0.006)的护理人员的动态岗位认知情况不同,差异具有统计学意义。2.动态岗位意愿:70.1%护理人员表示愿意参加护理动态岗位,其中意愿率最高的岗位为门诊相关岗位;意愿率最高的班次为白班和A班;而工作流程不熟悉与本职工作太累是护理人员不愿意参与动态岗位的主要原因。在不同组别护士的意愿情况比较中,不同年龄(P=0.011)、科室(P0.001)、排班方式(P=0.002)的护理人员的动态岗位意愿情况不同,差异具有统计学意义。在单因素分析中,居住距离、加班情况、薪酬满意度、家人支持及领导支持是影响动态岗位意愿的因素。在Logistic回归分析中,家人支持度、科室类别、领导支持度以及同事关系是影响动态岗位意愿的主要因素,其中家人支持度、科室类别、领导支持度与参与意愿呈正相关,同事关系呈负相关。3.动态岗位实施:设立准入标准,培训时间根据岗位难度设定,培训内容注重实际技能操作;设置动态岗位周工作时为8小时,聘期为一年;明确工作内容与职责,且与固定岗位一致;细化薪酬标准,按小时计薪,设定薪酬层级,并增加津贴与外出学习的福利。研究结论1.护理人员对动态岗位的整体认知度较低且存在认知差异,建议加强动态岗位宣传培训,提高护理人员认知度。2.护理人员参与动态岗位的意愿较高,但愿意选择工作量小、专业难度较低且工作时间为白天的门诊岗位,建议结合岗位需求与人员意愿,提高员工能动性与岗位匹配度。3.工作分析明确动态岗位工作内容与职责,设置匹配的岗位准入标准;根据上岗员工的素质与基础,设计合理的培训时间与内容;提高工作胜任力确保工作质量,建立科学的绩效考核标准;正确评价岗位价值,设立公平的薪酬水平。建议建立员工参与决策渠道,确保护理动态岗位管理措施顺利实施。
[Abstract]:The research of the shortage of the background nursing human resources is a problem to be solved in the world, especially in China. The shortage of personnel will lead to a decrease in the quality of nursing service and threaten the safety of the patient. The nursing dynamic post management, as an innovative post management mode, combines the advantages of the part-time nurse and the mobile nurse mode, establishes the nursing staff flow mechanism in the form of a part-time work in the hospital, gradually realizes the management of the number of the fixed nurses from the department, and changes to the dynamic management of the nurses[34], Improve that utilization rate of the nurse and effectively solve the structural scarcity of the nursing staff. Although the relevant research has confirmed the effectiveness of the dynamic post management, few of the nursing staff are concerned about the willingness of the dynamic post, the influence factors and the implementation countermeasures. Therefore, this study is based on the willingness of the nursing staff to explore the more feasible nursing dynamic post implementation countermeasure, so that the nursing dynamic post management is more conformable to the needs and the will of the nursing staff, thereby promoting the effective implementation of the nursing dynamic post. The purpose of the study is to analyze the cognition, the will, the influence factors and the specific implementation opinions of the nursing staff on the nursing dynamic post, and put forward the management suggestion of the hospital nursing dynamic post, and provide the reference basis for the implementation of the nursing dynamic post. This study used the literature study to carry out the nursing dynamic post management and some national mobile nurses and part-time nurses, and investigated the cognition, the will, the influence factors and the specific implementation opinions of the nursing staff on the nursing dynamic post by using the questionnaire method. The method of stratified random sampling was used to survey 445 nursing staff in a three-class hospital in Guangzhou. The survey included the basic situation of the nursing staff, the cognitive situation of the dynamic post, the situation of the dynamic position and the four parts of the implementation of the dynamic post. The results of statistical analysis, adoption rate and composition ratio of SPSS10.0 were used to carry out descriptive analysis on the basic situation of nursing staff and the implementation of dynamic post. The single factor analysis of dynamic position will be carried out by Mann-Whitney U test, and the multi-factor analysis of the dynamic position will be carried out by Logistic regression. Study Results 1. Dynamic post cognition:61% of the nursing staff do not know the nursing dynamic post; in the comparison of the nurses in different groups, the different age (P = 0.002), the working life (P = 0.007) and the employment mode (P = 0.006) are different in the dynamic post cognition. The difference was of statistical significance. The will of dynamic position: 70.1% of the nursing staff are willing to participate in the nursing dynamic post, with the highest willingness rate to be the related post of the clinic; the highest will of the willingness rate is the white shift and the A class; However, the work flow is not familiar with the work, and it is the main reason that the nursing staff are not willing to participate in the dynamic post. In the different group of nurses' will, the different age (P = 0.011), the department (P 0.001), the scheduling method (P = 0.002) were different, and the difference was of statistical significance. In single factor analysis, living distance, overtime, compensation satisfaction, family support and leadership support are factors that affect the will of dynamic post. In the logistic regression analysis, family support, department category, leadership support and co-worker relationship are the main factors that affect the will of dynamic post, including family support, department category, leadership support and willingness to participate, and the relationship of co-workers is negative. Dynamic post implementation: set up the access standard; the training time is set according to the position difficulty; the training content is focused on the actual skill operation; when the dynamic post is set to work for 8 hours, the appointment period is one year; the work contents and responsibilities are clearly defined, and the job is consistent with the fixed post; and the compensation standard is refined. Pay as an hour, set the pay level, and increase the benefits of the allowance and out-of-day study. Study Conclusion 1. The overall cognition of the dynamic post is low and the cognitive difference exists, and it is suggested to strengthen the dynamic post information training and improve the cognition of the nursing staff. The willingness of the nursing staff to participate in the dynamic post is high, but it is willing to choose small workload, lower professional difficulty, and the working time is the clinic post during the day. It is suggested to combine the post requirements and the personnel's will to improve the employee's dynamic and post matching. The work analysis specifies the work content and responsibilities of the dynamic post, and sets the matching post access standard; according to the quality and the foundation of the induction staff, the reasonable training time and content are designed; the work competence is improved to ensure the work quality and the scientific performance evaluation standard is established; The value of the post is correctly evaluated and a fair compensation level is established. It is suggested to establish an employee to participate in the decision-making channel and ensure the smooth implementation of the nursing dynamic post management measures.
【学位授予单位】：南方医科大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R47
[Abstract]:The research of the shortage of the background nursing human resources is a problem to be solved in the world, especially in China. The shortage of personnel will lead to a decrease in the quality of nursing service and threaten the safety of the patient. The nursing dynamic post management, as an innovative post management mode, combines the advantages of the part-time nurse and the mobile nurse mode, establishes the nursing staff flow mechanism in the form of a part-time work in the hospital, gradually realizes the management of the number of the fixed nurses from the department, and changes to the dynamic management of the nurses[34], Improve that utilization rate of the nurse and effectively solve the structural scarcity of the nursing staff. Although the relevant research has confirmed the effectiveness of the dynamic post management, few of the nursing staff are concerned about the willingness of the dynamic post, the influence factors and the implementation countermeasures. Therefore, this study is based on the willingness of the nursing staff to explore the more feasible nursing dynamic post implementation countermeasure, so that the nursing dynamic post management is more conformable to the needs and the will of the nursing staff, thereby promoting the effective implementation of the nursing dynamic post. The purpose of the study is to analyze the cognition, the will, the influence factors and the specific implementation opinions of the nursing staff on the nursing dynamic post, and put forward the management suggestion of the hospital nursing dynamic post, and provide the reference basis for the implementation of the nursing dynamic post. This study used the literature study to carry out the nursing dynamic post management and some national mobile nurses and part-time nurses, and investigated the cognition, the will, the influence factors and the specific implementation opinions of the nursing staff on the nursing dynamic post by using the questionnaire method. The method of stratified random sampling was used to survey 445 nursing staff in a three-class hospital in Guangzhou. The survey included the basic situation of the nursing staff, the cognitive situation of the dynamic post, the situation of the dynamic position and the four parts of the implementation of the dynamic post. The results of statistical analysis, adoption rate and composition ratio of SPSS10.0 were used to carry out descriptive analysis on the basic situation of nursing staff and the implementation of dynamic post. The single factor analysis of dynamic position will be carried out by Mann-Whitney U test, and the multi-factor analysis of the dynamic position will be carried out by Logistic regression. Study Results 1. Dynamic post cognition:61% of the nursing staff do not know the nursing dynamic post; in the comparison of the nurses in different groups, the different age (P = 0.002), the working life (P = 0.007) and the employment mode (P = 0.006) are different in the dynamic post cognition. The difference was of statistical significance. The will of dynamic position: 70.1% of the nursing staff are willing to participate in the nursing dynamic post, with the highest willingness rate to be the related post of the clinic; the highest will of the willingness rate is the white shift and the A class; However, the work flow is not familiar with the work, and it is the main reason that the nursing staff are not willing to participate in the dynamic post. In the different group of nurses' will, the different age (P = 0.011), the department (P 0.001), the scheduling method (P = 0.002) were different, and the difference was of statistical significance. In single factor analysis, living distance, overtime, compensation satisfaction, family support and leadership support are factors that affect the will of dynamic post. In the logistic regression analysis, family support, department category, leadership support and co-worker relationship are the main factors that affect the will of dynamic post, including family support, department category, leadership support and willingness to participate, and the relationship of co-workers is negative. Dynamic post implementation: set up the access standard; the training time is set according to the position difficulty; the training content is focused on the actual skill operation; when the dynamic post is set to work for 8 hours, the appointment period is one year; the work contents and responsibilities are clearly defined, and the job is consistent with the fixed post; and the compensation standard is refined. Pay as an hour, set the pay level, and increase the benefits of the allowance and out-of-day study. Study Conclusion 1. The overall cognition of the dynamic post is low and the cognitive difference exists, and it is suggested to strengthen the dynamic post information training and improve the cognition of the nursing staff. The willingness of the nursing staff to participate in the dynamic post is high, but it is willing to choose small workload, lower professional difficulty, and the working time is the clinic post during the day. It is suggested to combine the post requirements and the personnel's will to improve the employee's dynamic and post matching. The work analysis specifies the work content and responsibilities of the dynamic post, and sets the matching post access standard; according to the quality and the foundation of the induction staff, the reasonable training time and content are designed; the work competence is improved to ensure the work quality and the scientific performance evaluation standard is established; The value of the post is correctly evaluated and a fair compensation level is established. It is suggested to establish an employee to participate in the decision-making channel and ensure the smooth implementation of the nursing dynamic post management measures.
【学位授予单位】：南方医科大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R47
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