三级甲等医院机动护士岗位胜任力模型指标体系的构建

发布时间：2018-02-19 18:11

本文关键词： 机动护士岗位胜任力胜任力模型指标体系　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：目的:本研究旨在为三级甲等医院构建一套科学系统、合理实用的机动护士岗位胜任力模型指标体系,使机动护士库人才的选拔、培训及考核更加科学化、标准化、规范化、优质化,为机动护士库护理人力资源的合理分配提供理论支持,解决在突发事件及特殊情况下三级甲等医院护理人力资源短缺问题。方法:首先在文献回顾的基础上,综合国家政策及国内机动护士的发展现状,形成机动护士岗位胜任力指标词典;其次采用目的抽样法对长春市四所三级甲等综合医院的机动护士及具有丰富经验的护理专家进行半结构式访谈,构建初始的三级甲等医院机动护士岗位胜任力模型指标体系;最后运用两轮德尔菲专家咨询法结合层次分析法,完成对指标的筛选完善并计算权重,最终确立机动护士岗位胜任力模型指标体系。结果:(1)目前国内对于机动护士的配置与管理并没有统一的模式,存在机动护士人员选拔及自我工作能力认知多样化等问题,不利于机动护士职业生涯的发展。(2)构建了三级甲等医院机动护士岗位胜任力模型指标体系,包括3个一级指标(知识技能、职业素养、人格特质)、10个二级指标、42个三级指标,并依次确定了各级指标的权重。(3)整理德尔菲专家咨询的结果可得知:问卷100%回收,赋值均数均在3.67-5.00之间,大于常用界值3.5,专家整体的权威系数是0.85,个人权威系数在0.735-0.985之间,均大于0.70,第一、二轮专家咨询的变异系数值分别在0.00-0.36、0.05-0.11范围内,显著性水平检验p0.001,表明专家对研究的认可度和意见集中程度较高,研究结果具备了很好的权威性和代表性。结论:本研究构建了三级甲等医院机动护士岗位胜任力指标体系,包括3个一级指标、10个二级指标和40个三级指标,具有较好的科学实用性。
[Abstract]:Objective: the purpose of this study was to set up a scientific system, a reasonable and practical index system of competency model for mobile nurses in Grade 3A Hospital, so as to make the selection, training and examination of talents in mobile nurses bank more scientific, standardized and standardized. To provide theoretical support for rational allocation of nursing human resources in mobile nurse bank and to solve the problem of shortage of nursing human resources in Grade 3A hospital under emergency and special circumstances. Methods: firstly, on the basis of literature review, Synthesizing the national policy and the present situation of the development of mobile nurses in China, forming a dictionary of competency index of mobile nurses; Secondly, semi-structured interviews were conducted with mobile nurses and experienced nursing experts in four general hospitals of Grade 3A in Changchun by using the method of objective sampling, and the initial competency model index system of mobile nurses was constructed. Finally, two rounds of Delphi expert consultation method combined with the Analytic hierarchy process (AHP) are used to complete the selection of indicators and calculate the weights. Finally, the competency model index system of mobile nurses was established. Results at present, there is no unified model for the allocation and management of mobile nurses in China, and there are problems such as selection of mobile nurses and cognitive diversity of their self-working ability. This paper constructs an index system of competency model for mobile nurses in Grade 3A Hospital, which is not conducive to the development of mobile nurses' career. It includes 3 first-level indexes (knowledge and skill, professional accomplishment, personality traits), 10 second-class indexes, 42 third-level indexes. The results of the expert consultation on Delphi are as follows: the average value of the questionnaire is between 3.67-5.00, which is larger than the commonly used value of 3.5. the authority coefficient of the expert as a whole is 0.85, and the personal authority coefficient is between 0.735-0.985. The coefficients of variation of the first and second rounds of expert consultation were in the range of 0.00-0.36 ~ 0.05-0.11, respectively. The significant level test (p0.001) indicated that the experts had a higher degree of recognition and concentration of opinions. Conclusion: this study has constructed a competency index system for mobile nurses in Grade 3A Hospital, including 3 first-degree indicators, 10 second-class indicators and 40 third-level indicators. It has good scientific practicability.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R47

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